Team Mate Walked Out Friday

[Anonymous]

Anonymous wrote:This was a dumb question. This is your boss's problem, not yours. He needs to provide you with the most important work that needs to be done in order of priority.

Also, you have co-workers, not teammates, unless you work for an athletic organization.

That whole first part there. 💯

The second part 😩😩😩😆

[Anonymous]

Anonymous wrote:

Anonymous wrote:This was a dumb question. This is your boss's problem, not yours. He needs to provide you with the most important work that needs to be done in order of priority.

Also, you have co-workers, not teammates, unless you work for an athletic organization.

That whole first part there. 💯

The second part 😩😩😩😆

If you want to remain employed, IF I guess is a big question, and your boss is asking for a deliverable on how the work will be handled, it is your problem and figure out a primitive outline with a smile. Collaborate and push back on the timeline for advertising his job and replacing him.

[Anonymous]

Op hasn't clarified whether 3 workers are co-workers or the other two report thru OP (team lead?). If three are coworkers, why is boss asking OP and not the other two?

[Anonymous]

Anonymous wrote:This is when you step up. Look that guy freed up 25 percent of your budget by leaving.

Decide what work you can put off, push off, automate and redelegate tasks based on priority. Offer to be acting supervisor no pay increase. Do a deck for him with options.

I have staff who come to me on everything it is exhausting. I wish one would step up and I would push for them to be manager.

Also did you contact HR to post job. Did you get that ball rolling or did you check with your boss or HR?

The job market is a bit more employe friendly, and to be honest I had a guy stamp his little feet once and demand a raise or he walk out. I got his raise. I regreted it. Why a few months later he saw a job another area slghtly more pay in company and stamped his feet again I am going to quit unless you let nme transfer. At this point I was sick of him so said go for it. Guess what a few months later he stamped his feet again for more money and guess what we said no and he quit and found another job. Since then I am like your boss. Go elsewhere.

So step up. Your boss is strong.

OP, your boss is here.

[Anonymous]

Anonymous wrote:

Anonymous wrote:This is when you step up. Look that guy freed up 25 percent of your budget by leaving.

Decide what work you can put off, push off, automate and redelegate tasks based on priority. Offer to be acting supervisor no pay increase. Do a deck for him with options.

I have staff who come to me on everything it is exhausting. I wish one would step up and I would push for them to be manager.

Also did you contact HR to post job. Did you get that ball rolling or did you check with your boss or HR?

The job market is a bit more employe friendly, and to be honest I had a guy stamp his little feet once and demand a raise or he walk out. I got his raise. I regreted it. Why a few months later he saw a job another area slghtly more pay in company and stamped his feet again I am going to quit unless you let nme transfer. At this point I was sick of him so said go for it. Guess what a few months later he stamped his feet again for more money and guess what we said no and he quit and found another job. Since then I am like your boss. Go elsewhere.

So step up. Your boss is strong.

OP, your boss is here.

That's J1, J2 guy, always wanting workers to do more for less.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is when you step up. Look that guy freed up 25 percent of your budget by leaving.

Decide what work you can put off, push off, automate and redelegate tasks based on priority. Offer to be acting supervisor no pay increase. Do a deck for him with options.

I have staff who come to me on everything it is exhausting. I wish one would step up and I would push for them to be manager.

Also did you contact HR to post job. Did you get that ball rolling or did you check with your boss or HR?

The job market is a bit more employe friendly, and to be honest I had a guy stamp his little feet once and demand a raise or he walk out. I got his raise. I regreted it. Why a few months later he saw a job another area slghtly more pay in company and stamped his feet again I am going to quit unless you let nme transfer. At this point I was sick of him so said go for it. Guess what a few months later he stamped his feet again for more money and guess what we said no and he quit and found another job. Since then I am like your boss. Go elsewhere.

So step up. Your boss is strong.

OP, your boss is here.

That's J1, J2 guy, always wanting workers to do more for less.

I just six weeks of staff work in 30 minutes using AI, Prompts and a query or two. Dirty secret they do nothing. They are like Groomsmen at a wedding, they just stand there and do nothing.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is when you step up. Look that guy freed up 25 percent of your budget by leaving.

Decide what work you can put off, push off, automate and redelegate tasks based on priority. Offer to be acting supervisor no pay increase. Do a deck for him with options.

I have staff who come to me on everything it is exhausting. I wish one would step up and I would push for them to be manager.

Also did you contact HR to post job. Did you get that ball rolling or did you check with your boss or HR?

The job market is a bit more employe friendly, and to be honest I had a guy stamp his little feet once and demand a raise or he walk out. I got his raise. I regreted it. Why a few months later he saw a job another area slghtly more pay in company and stamped his feet again I am going to quit unless you let nme transfer. At this point I was sick of him so said go for it. Guess what a few months later he stamped his feet again for more money and guess what we said no and he quit and found another job. Since then I am like your boss. Go elsewhere.

So step up. Your boss is strong.

OP, your boss is here.

That's J1, J2 guy, always wanting workers to do more for less.

I just six weeks of staff work in 30 minutes using AI, Prompts and a query or two. Dirty secret they do nothing. They are like Groomsmen at a wedding, they just stand there and do nothing.

I'd love to have you as my staff.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is when you step up. Look that guy freed up 25 percent of your budget by leaving.

Decide what work you can put off, push off, automate and redelegate tasks based on priority. Offer to be acting supervisor no pay increase. Do a deck for him with options.

I have staff who come to me on everything it is exhausting. I wish one would step up and I would push for them to be manager.

Also did you contact HR to post job. Did you get that ball rolling or did you check with your boss or HR?

The job market is a bit more employe friendly, and to be honest I had a guy stamp his little feet once and demand a raise or he walk out. I got his raise. I regreted it. Why a few months later he saw a job another area slghtly more pay in company and stamped his feet again I am going to quit unless you let nme transfer. At this point I was sick of him so said go for it. Guess what a few months later he stamped his feet again for more money and guess what we said no and he quit and found another job. Since then I am like your boss. Go elsewhere.

So step up. Your boss is strong.

OP, your boss is here.

That's J1, J2 guy, always wanting workers to do more for less.

I just six weeks of staff work in 30 minutes using AI, Prompts and a query or two. Dirty secret they do nothing. They are like Groomsmen at a wedding, they just stand there and do nothing.

I'd love to have you as my staff.

I would like be to have you as one of my bosses!!

My staff is lucky 🍀 they are lazy bones but ironically if one quits they are like this guy freaking out as short staffed, they are like mutually beneficial parasites. They barely work but without them I can’t be the boss.

[Anonymous]

Anonymous wrote:

Anonymous wrote:You need to figure out a plan to cover his workload. Figure out a way to divide his current workload into thirds and assign one third to each remaining person on the team. It shouldn't be that complicated.

I'd be very careful doing this and presenting this to your management. Don't say "remaining 3 members will take on 1/3 of departed worker" because it means you and other workers' workload wasn't full to begin with. Instead say we will divide his work but these are the items that we are NOT going to be able to do - each come up with items that will be put on hold.

Agree. You need to determine what is critical and what will have to wait for a new hire or be eliminated.

[Anonymous]

Your answer:
"Waiting for you to hire a replacement. "

[Anonymous]

Anonymous wrote:Your answer:
"Waiting for you to hire a replacement. "

+1

This manager sounds like an absolute dud, no wonder your coworker quit. It is the manager's responsibility to figure out how work gets covered. You can provide input and it's fine for the manager to solicit it.

Be clear that whatever you are adding is temporary and specify what existing work will get deprioritized.

[Anonymous]

Ask your boss for the list of items your co-worker was working on, ordered by priority. Tell your boss the items you can get done as well as the items that you cannot get done (due to your hours).

[Anonymous]

Anonymous wrote:Ask your boss for the list of items your co-worker was working on, ordered by priority. Tell your boss the items you can get done as well as the items that you cannot get done (due to your hours).

You tell your boss how via AI, STP, Automation, realigning work into other costs centers you will get it done and eliminate the FTE