Tired of Managing Millenials

[Anonymous]

I’m the OP and have been back several times. The bigger point is we have a process in this office. We have a leave planning calendar where everyone puts their anticipated out of office time. This is for coordination purposes only. If you want approved leave until it is formally requested in the T&A system and approved by your supervisor. By the regs I posted earlier, yes, employees have the right to schedule earned PTO, but the managers have the right to determine when that leave can be taken due the needs of the office.

The last week week of May is very busy. We have a trade delegation scheduled that week and it is also EER season. I cannot commit to giving both people time off until I have a bigger picture of the trade delegation demands. I will also be caught up in writing EERs for all the staff, not just these two.

I had asked the young woman with the plan to attend her friends wedding to take charge of the trade mission. She told me she had plans to travel that week. I said I would look into assigning it to another manager. However, she jumped ahead of me, worked her own deal without telling me, and then went ahead and announced she’d bought her tickets and planned to go. My senior managers were aghast at the disregard for procedure and authority. It’s really not our problem she bought tickets without have firm leave approval first.

Frankly, as a Dad who took time off for both my daughters’ HS and college graduations, I’m more likely to approve that employee’s request (she followed procedure) than the wedding one. It’s just wedding of a college friend.

We are just a flat organization that runs all loosey goosey. We do not have telework and in office work is required. That is something we cannot negotiate with the CEO. It is what it is. We are also on 24/7 365. It is the nature of the work. You can be on call for anything that arises.

[Anonymous]

Anonymous wrote:I’m the OP and have been back several times. The bigger point is we have a process in this office. We have a leave planning calendar where everyone puts their anticipated out of office time. This is for coordination purposes only. If you want approved leave until it is formally requested in the T&A system and approved by your supervisor. By the regs I posted earlier, yes, employees have the right to schedule earned PTO, but the managers have the right to determine when that leave can be taken due the needs of the office.

The last week week of May is very busy. We have a trade delegation scheduled that week and it is also EER season. I cannot commit to giving both people time off until I have a bigger picture of the trade delegation demands. I will also be caught up in writing EERs for all the staff, not just these two.

I had asked the young woman with the plan to attend her friends wedding to take charge of the trade mission. She told me she had plans to travel that week. I said I would look into assigning it to another manager. However, she jumped ahead of me, worked her own deal without telling me, and then went ahead and announced she’d bought her tickets and planned to go. My senior managers were aghast at the disregard for procedure and authority. It’s really not our problem she bought tickets without have firm leave approval first.

Frankly, as a Dad who took time off for both my daughters’ HS and college graduations, I’m more likely to approve that employee’s request (she followed procedure) than the wedding one. It’s just wedding of a college friend.

We are just a flat organization that runs all loosey goosey. We do not have telework and in office work is required. That is something we cannot negotiate with the CEO. It is what it is. We are also on 24/7 365. It is the nature of the work. You can be on call for anything that arises.

Nice dissertation.

It probably could have been a lot shorter if you simply asked giirseld whether your process for asking for leave was dumb in the first place. Or if you simply asked whether you have appropriate levels of staffing.

[Anonymous]

Anonymous wrote:

Anonymous wrote:This is why the great resignation is a thing.

And why so many people complain that they have no money. LOL
No one wants to work for it.

A decent amount of folks are seeking alternative ways of making money while performing minimal work.

[Anonymous]

Anonymous wrote:I’m the OP and have been back several times. The bigger point is we have a process in this office. We have a leave planning calendar where everyone puts their anticipated out of office time. This is for coordination purposes only. THIS IS PART OF YOUR ISSUE. THE CALENDAR SHOULD NOT SHOW LEAVE UNTIL APPROVED- IT SHOULD BE A COMBINED PROCESS If you want approved leave until it is formally requested in the T&A system and approved by your supervisor. By the regs I posted earlier, yes, employees have the right to schedule earned PTO, but the managers have the right to determine when that leave can be taken due the needs of the office.

The last week week of May is very busy. We have a trade delegation scheduled that week and it is also EER season . I cannot commit to giving both people time off until I have a bigger picture of the trade delegation demands. I will also be caught up in writing EERs for all the staff, not just these two.

I had asked the young woman with the plan to attend her friends wedding to take charge of the trade mission. She told me she had plans to travel that week. I said I would look into assigning it to another manager. However, she jumped ahead of me, worked her own deal without telling me, and then went ahead and announced she’d bought her tickets and planned to go. My senior managers were aghast at the disregard for procedure and authority. It’s really not our problem she bought tickets without have firm leave approval first. THIS SOUNDS LIKE TAKING INITIATIVE. DO YOU HAVE A WRITTEN POLICY ON WHO DETERMINES COVERAGE FOR VACATIONS/LEAVE?

Frankly, as a Dad who took time off for both my daughters’ HS and college graduations, I’m more likely to approve that employee’s request (she followed procedure) than the wedding one. It’s just wedding of a college friend. WOW

We are just a flat organization that runs all loosey goosey. We do not have telework and in office work is required. That is something we cannot negotiate with the CEO. It is what it is. We are also on 24/7 365. It is the nature of the work. You can be on call for anything that arises.

WHICH IS WHY IT IS EVEN MORE IMPORTANT THAT YOU PROVIDE VACATION WHEN NEEDED BECAUSE OF THE ON-CALL ASPECTS.

[Anonymous]

This is why people shouldn’t even disclose what their plans are for vacation/PTO to their employer. It’s screwed up that managers think they can prioritize employees’ time off based on what it’s for (child’s graduation vs. friend’s wedding).

~another GenX manager

[Anonymous]

Anonymous wrote:I’m the OP and have been back several times. The bigger point is we have a process in this office. We have a leave planning calendar where everyone puts their anticipated out of office time. This is for coordination purposes only. If you want approved leave until it is formally requested in the T&A system and approved by your supervisor. By the regs I posted earlier, yes, employees have the right to schedule earned PTO, but the managers have the right to determine when that leave can be taken due the needs of the office.

The last week week of May is very busy. We have a trade delegation scheduled that week and it is also EER season. I cannot commit to giving both people time off until I have a bigger picture of the trade delegation demands. I will also be caught up in writing EERs for all the staff, not just these two.

I had asked the young woman with the plan to attend her friends wedding to take charge of the trade mission. She told me she had plans to travel that week. I said I would look into assigning it to another manager. However, she jumped ahead of me, worked her own deal without telling me, and then went ahead and announced she’d bought her tickets and planned to go. My senior managers were aghast at the disregard for procedure and authority. It’s really not our problem she bought tickets without have firm leave approval first.

Frankly, as a Dad who took time off for both my daughters’ HS and college graduations, I’m more likely to approve that employee’s request (she followed procedure) than the wedding one. It’s just wedding of a college friend.

We are just a flat organization that runs all loosey goosey. We do not have telework and in office work is required. That is something we cannot negotiate with the CEO. It is what it is. We are also on 24/7 365. It is the nature of the work. You can be on call for anything that arises.

If you were my boss, I'd quit. And I'm not a millennial.

[Anonymous]

This is why Gen X is too young to be in leadership roles and milenials too entitled.

Boomers should just hand off their jobs to Gen Z

[Anonymous]

Anonymous wrote:This is why people shouldn’t even disclose what their plans are for vacation/PTO to their employer. It’s screwed up that managers think they can prioritize employees’ time off based on what it’s for (child’s graduation vs. friend’s wedding).

~another GenX manager

Agreed.

OP, I think your employees screwed up by taking approval for granted, but refusing leave based on your opinion of what's more important or to make a point about process is petty and will hurt you. You can talk to them about what to do differently next time while still trying to find some kind of compromise to allow however much is feasible. That might mean going through official channels to approve the employee's backup plan if appropriate, or if it's totally impossible during an unusual crunch time, trying to figure out if either can take only part of the time off or work overtime to get ahead before. Refusing leave for professional employees is a big deal and you should try to work with them.

[Anonymous]

Anonymous wrote:

Anonymous wrote:As far as I'm concerned, vacation time is earned. Employees can use it wherever. It's not the employees' problem if the company cannot handle people taking time off.

If 80% of the staff take off time from Christmas to new years, then then company should just close for that time.

If your company can't handle people taking time off, that means you don't have appropriate levels of staff.

Would you be cool with your local post office, emergency room, or grocery store closing between Christmas and New Year's? Gas stations? I really don't think people are thinking this through.

But people in those jobs KNOW about the schedules. My mom worked for an airline. Her vacation policy was extremely clear, and the way vacation weeks were assigned was very regimented. For years she worked on Christmas. That was part of the job. Fortunately, my dad's job was more white collar flexible, so whatever week my mom got for vacation was when my dad was taking it - no other option.
If his boss all of a sudden decided to be a jerk and not let him take off, there would have been issues. He's a baby boomer, so it's not like this is some "kids these days" issue.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is why the great resignation is a thing.

And why so many people complain that they have no money. LOL
No one wants to work for it.

A decent amount of folks are seeking alternative ways of making money while performing minimal work.

and I wish them good luck with that, though I believe that is really just asking parents for money.

[Anonymous]

Anonymous wrote:I’m the OP and have been back several times. The bigger point is we have a process in this office. We have a leave planning calendar where everyone puts their anticipated out of office time. This is for coordination purposes only. If you want approved leave until it is formally requested in the T&A system and approved by your supervisor. By the regs I posted earlier, yes, employees have the right to schedule earned PTO, but the managers have the right to determine when that leave can be taken due the needs of the office.

The last week week of May is very busy. We have a trade delegation scheduled that week and it is also EER season. I cannot commit to giving both people time off until I have a bigger picture of the trade delegation demands. I will also be caught up in writing EERs for all the staff, not just these two.

I had asked the young woman with the plan to attend her friends wedding to take charge of the trade mission. She told me she had plans to travel that week. I said I would look into assigning it to another manager. However, she jumped ahead of me, worked her own deal without telling me, and then went ahead and announced she’d bought her tickets and planned to go. My senior managers were aghast at the disregard for procedure and authority. It’s really not our problem she bought tickets without have firm leave approval first.

Frankly, as a Dad who took time off for both my daughters’ HS and college graduations, I’m more likely to approve that employee’s request (she followed procedure) than the wedding one. It’s just wedding of a college friend.

We are just a flat organization that runs all loosey goosey. We do not have telework and in office work is required. That is something we cannot negotiate with the CEO. It is what it is. We are also on 24/7 365. It is the nature of the work. You can be on call for anything that arises.

OP, you are in the right. Most of us responsible adults understand that. The world has just lost its marbles thinking that workers deserve to be take vacation whenever and continue to be paid for not showing up because they're entitled to it,. The answer is no. You can only grant one request so do it.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I’m the OP and have been back several times. The bigger point is we have a process in this office. We have a leave planning calendar where everyone puts their anticipated out of office time. This is for coordination purposes only. If you want approved leave until it is formally requested in the T&A system and approved by your supervisor. By the regs I posted earlier, yes, employees have the right to schedule earned PTO, but the managers have the right to determine when that leave can be taken due the needs of the office.

The last week week of May is very busy. We have a trade delegation scheduled that week and it is also EER season. I cannot commit to giving both people time off until I have a bigger picture of the trade delegation demands. I will also be caught up in writing EERs for all the staff, not just these two.

I had asked the young woman with the plan to attend her friends wedding to take charge of the trade mission. She told me she had plans to travel that week. I said I would look into assigning it to another manager. However, she jumped ahead of me, worked her own deal without telling me, and then went ahead and announced she’d bought her tickets and planned to go. My senior managers were aghast at the disregard for procedure and authority. It’s really not our problem she bought tickets without have firm leave approval first.

Frankly, as a Dad who took time off for both my daughters’ HS and college graduations, I’m more likely to approve that employee’s request (she followed procedure) than the wedding one. It’s just wedding of a college friend.

We are just a flat organization that runs all loosey goosey. We do not have telework and in office work is required. That is something we cannot negotiate with the CEO. It is what it is. We are also on 24/7 365. It is the nature of the work. You can be on call for anything that arises.

If you were my boss, I'd quit. And I'm not a millennial.

What business is this where everyone is on call 24/7 365? And has no telework? And doesn’t sound like it involves national security. Sounds awful.

[Anonymous]

Anonymous wrote:I’m the OP and have been back several times. The bigger point is we have a process in this office. We have a leave planning calendar where everyone puts their anticipated out of office time. This is for coordination purposes only. If you want approved leave until it is formally requested in the T&A system and approved by your supervisor. By the regs I posted earlier, yes, employees have the right to schedule earned PTO, but the managers have the right to determine when that leave can be taken due the needs of the office.

The last week week of May is very busy. We have a trade delegation scheduled that week and it is also EER season. I cannot commit to giving both people time off until I have a bigger picture of the trade delegation demands. I will also be caught up in writing EERs for all the staff, not just these two.

I had asked the young woman with the plan to attend her friends wedding to take charge of the trade mission. She told me she had plans to travel that week. I said I would look into assigning it to another manager. However, she jumped ahead of me, worked her own deal without telling me, and then went ahead and announced she’d bought her tickets and planned to go. My senior managers were aghast at the disregard for procedure and authority. It’s really not our problem she bought tickets without have firm leave approval first.

Frankly, as a Dad who took time off for both my daughters’ HS and college graduations, I’m more likely to approve that employee’s request (she followed procedure) than the wedding one. It’s just wedding of a college friend.

We are just a flat organization that runs all loosey goosey. We do not have telework and in office work is required. That is something we cannot negotiate with the CEO. It is what it is. We are also on 24/7 365. It is the nature of the work. You can be on call for anything that arises.

I hope you're paying them well, because it sounds like you're expecting everything and giving nothing in return.

[Anonymous]

You can't figure out coverage for one week with three months' advance notice? Where one of the employees already identified another employee willing to cover?

What is the point of you?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’m the OP and have been back several times. The bigger point is we have a process in this office. We have a leave planning calendar where everyone puts their anticipated out of office time. This is for coordination purposes only. If you want approved leave until it is formally requested in the T&A system and approved by your supervisor. By the regs I posted earlier, yes, employees have the right to schedule earned PTO, but the managers have the right to determine when that leave can be taken due the needs of the office.

The last week week of May is very busy. We have a trade delegation scheduled that week and it is also EER season. I cannot commit to giving both people time off until I have a bigger picture of the trade delegation demands. I will also be caught up in writing EERs for all the staff, not just these two.

I had asked the young woman with the plan to attend her friends wedding to take charge of the trade mission. She told me she had plans to travel that week. I said I would look into assigning it to another manager. However, she jumped ahead of me, worked her own deal without telling me, and then went ahead and announced she’d bought her tickets and planned to go. My senior managers were aghast at the disregard for procedure and authority. It’s really not our problem she bought tickets without have firm leave approval first.

Frankly, as a Dad who took time off for both my daughters’ HS and college graduations, I’m more likely to approve that employee’s request (she followed procedure) than the wedding one. It’s just wedding of a college friend.

We are just a flat organization that runs all loosey goosey. We do not have telework and in office work is required. That is something we cannot negotiate with the CEO. It is what it is. We are also on 24/7 365. It is the nature of the work. You can be on call for anything that arises.

If you were my boss, I'd quit. And I'm not a millennial.

What business is this where everyone is on call 24/7 365? And has no telework? And doesn’t sound like it involves national security. Sounds awful.

Right? Telework is impossible unless your employer wants something from you at 8pm on a Saturday. Then all of the sudden you can work at home. Fun!