Tired of Managing Millenials

[Anonymous]

Don't worry they'll be managing you

[Anonymous]

[Anonymous]

Anonymous wrote: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

Yesssss. Gen Z. I work with them and they take work/life balance very seriously. Honestly, I’m a big fan of how their attitudes towards mental health and taking time off are shaping the workplace.

[Anonymous]

Anonymous wrote:

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.

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.

Workers ARE entitled to vacation, nitwit. It's literally part of compensation. If companies don't grant vacation even though it is stipulated in the contract, it is a breach of contract and the work agreements.

Companies have no right to dictate what employees do with the compensation they've already earned.

Soooo...you have no problem with teachers using as many accumulated sick days as they please?

Why would I have a problem if a teachers uses sick days if they're sick? A teacher shouldn't be allowed to use sick days for an extended period of time of they have something like cancer? Are you absolutely demented?

[Anonymous]

Anonymous wrote:

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.

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.

Workers ARE entitled to vacation, nitwit. It's literally part of compensation. If companies don't grant vacation even though it is stipulated in the contract, it is a breach of contract and the work agreements.

Companies have no right to dictate what employees do with the compensation they've already earned.

You missed the second part of the sentence, genius. No, workers do not have a right to take vacation whenever. It must be approved on dates requested and that is usually stated in the employment contract. I've never seen an employment contract state otherwise.

....but actually, US workers do not have a right to paid vacation so your whole statement really is out the window.

Have fun losing your best staff because your company sucks under your type of leadership.

[Anonymous]

Anonymous wrote:

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.

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.

Workers ARE entitled to vacation, nitwit. It's literally part of compensation. If companies don't grant vacation even though it is stipulated in the contract, it is a breach of contract and the work agreements.

Companies have no right to dictate what employees do with the compensation they've already earned.

Soooo...you have no problem with teachers using as many accumulated sick days as they please?

DP but of course teachers should be able to use their sick leave. They and their kids don’t magically avoid illness because they are teachers. What do you propose they do?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

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.

It's funny that you think post office and grocery store employees don't take time off

What? That's a super weird non-sequitor. My post was in response to the PP who pointed out that some jobs require coverage at very specific times. I shared my experience with my mom in one of those positions. Airlines need to have specific coverage at specific times. And because of that, they have a very clear vacation/time off policies and procedures that you know about from Day 1.
That's different from jerk boss deciding it might be busy in a few months.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

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.

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.

Workers ARE entitled to vacation, nitwit. It's literally part of compensation. If companies don't grant vacation even though it is stipulated in the contract, it is a breach of contract and the work agreements.

Companies have no right to dictate what employees do with the compensation they've already earned.

You missed the second part of the sentence, genius. No, workers do not have a right to take vacation whenever. It must be approved on dates requested and that is usually stated in the employment contract. I've never seen an employment contract state otherwise.

....but actually, US workers do not have a right to paid vacation so your whole statement really is out the window.

Have fun losing your best staff because your company sucks under your type of leadership.

Why? Because I make money and meet deadlines? Sorry, Jan. When the business makes money, we all make money. We get very excited about that. Plus, we're attorneys. We're used to working overtime to get paid. IF you're a whiny attorney, you're not going to get very far.

[Anonymous]

Anonymous wrote:

Anonymous wrote: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

Yesssss. Gen Z. I work with them and they take work/life balance very seriously. Honestly, I’m a big fan of how their attitudes towards mental health and taking time off are shaping the workplace.

“I love working with young people. They know so much more than old people”.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote: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

Yesssss. Gen Z. I work with them and they take work/life balance very seriously. Honestly, I’m a big fan of how their attitudes towards mental health and taking time off are shaping the workplace.

“I love working with young people. They know so much more than old people”.

Um. That's a radical interpretation of the text.

[Anonymous]

Anonymous wrote:How much time elapsed between the employee telling you she will be going on vacation and then announcing that she bought her tickets?

It sounds like she was waiting for you to get another manager to work on the trade delegation but you never got back to her so she found a replacement herself.

Two days

[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.

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.

The process is dumb? I don’t make the rules, but I have to follow them as does everyone else.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

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.

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.

Workers ARE entitled to vacation, nitwit. It's literally part of compensation. If companies don't grant vacation even though it is stipulated in the contract, it is a breach of contract and the work agreements.

Companies have no right to dictate what employees do with the compensation they've already earned.

You missed the second part of the sentence, genius. No, workers do not have a right to take vacation whenever. It must be approved on dates requested and that is usually stated in the employment contract. I've never seen an employment contract state otherwise.

....but actually, US workers do not have a right to paid vacation so your whole statement really is out the window.

Have fun losing your best staff because your company sucks under your type of leadership.

Why? Because I make money and meet deadlines? Sorry, Jan. When the business makes money, we all make money. We get very excited about that. Plus, we're attorneys. We're used to working overtime to get paid. IF you're a whiny attorney, you're not going to get very far.

I mean, younger staff know the fix is in for them in law: the route to partner is even harder and more cutthroat, and only the rainmakers who play golf with clients are going to make it. You are paid well, but the riches flow up, so there is little value in killing yourself when you know partner is never in the cards.

[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.

Here’s the thing; you have no authority. You aren’t a military officer, or a cop, or a judge. You are in a voluntary relationship with these employees. Sure, you can fire them. But they can also quit. Probably not the ideal outcome for either of you. So you need to seek an agreement. So long as you approach management as a power trip where the employees need to respect mah authoritah, you are going to continue to have problems.

[Anonymous]

Anonymous wrote:

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.

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.

Workers ARE entitled to vacation, nitwit. It's literally part of compensation. If companies don't grant vacation even though it is stipulated in the contract, it is a breach of contract and the work agreements.

Companies have no right to dictate what employees do with the compensation they've already earned.

You missed the second part of the sentence, genius. No, workers do not have a right to take vacation whenever. It must be approved on dates requested and that is usually stated in the employment contract. I've never seen an employment contract state otherwise.

....but actually, US workers do not have a right to paid vacation so your whole statement really is out the window.

Ugh. So much wrong here. How about you don't play lawyer and I won't play shitty manager. Stay in your lane.