Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Np. My employee notified me that she was switching her telework day by email at 6 this am. Party too much? I took a deep breath and said okay, thanks, but will address her when I see her in person tomorrow.

You're not a good manager. If the employee provides good quality work, then why do you care where they do it from? If the employee doesn't provide good quality work, then why aren't you addressing the work quality issue? And why the judgment of "party too much"? That has nothing to do with work quality or work location.


This isn't how you cultivate high quality employees. This is how you get people to jump ship at the first chance they get.

Ha, okay. If you say so. She is a presidential management fellow who is totally new to government. The rules are the rules; we don't make them up, we just follow them. The rules can be bent, but not until you've proven yourself and have some time in the job. As OP will soon find out.

Please read what you wrote. Your position is inconsistent. Apparently the rules are only the rules that must be followed if you don't like the employee.

... if they haven't established themselves.

This, sounds problematic.

Anonymous wrote:

Anonymous wrote:I think OP’s boss might be here. Wow.

Really now! What makes you think this?

It was a joke.

This seems very job-specific.
For some jobs working at home vs in the office is arbitrary (where I am now)
For others including the fed office I worked for previously, being in person on certain days is crucial. Failure to come in on your in-office day could lead to other people’s time and money being wasted and long processing delays. So last minute “schedule changes” are taken very seriously.

Pp here. I’ll add that I used to work in our DC location with zero telework. For certain tasks I’d find concentration in cubes hard. We could reserve conference rooms and small spaces online. Periodically (like a few times a year) I’d tell my supervisor “to work on X and really focus I’m going to be in Y room today.” I’d also put it on my calendar as an appointment so people could find me and I would only do this if there was a room in the same portion of the office as my team (I wouldn’t go to a different floor, for example). Good headphones and playing white noise helps a lot too.

I haven’t read all the posts but I think you need to find a mentor / more senior colleague and ask them for ideas on how to fix this within your office culture. I think it’s also worth a conversation with your supervisor.

Anonymous wrote:Np. My employee notified me that she was switching her telework day by email at 6 this am. Party too much? I took a deep breath and said okay, thanks, but will address her when I see her in person tomorrow.

Granted I wasn’t a new employee but this reminds me of a time I told my supervisor (in DC) that I (in CA) wouldn’t be able to make it in due to weather. I asked if I could switch my telework day. She responded “Ok. But what do you mean weather? I don’t think California gets bad weather.” It definitely seemed ridiculous (I don’t think she was joking) because a quick google search could have told her that transit systems were down due to 2 plus inches of rain, high winds, and potential for flash floods and mudslides.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Np. My employee notified me that she was switching her telework day by email at 6 this am. Party too much? I took a deep breath and said okay, thanks, but will address her when I see her in person tomorrow.

You're not a good manager. If the employee provides good quality work, then why do you care where they do it from? If the employee doesn't provide good quality work, then why aren't you addressing the work quality issue? And why the judgment of "party too much"? That has nothing to do with work quality or work location.


This isn't how you cultivate high quality employees. This is how you get people to jump ship at the first chance they get.

Ha, okay. If you say so. She is a presidential management fellow who is totally new to government. The rules are the rules; we don't make them up, we just follow them. The rules can be bent, but not until you've proven yourself and have some time in the job. As OP will soon find out.

So she's a professional. Treat her like a professional. Otherwise, she'll just use her sick leave instead of teleworking. You'll get less work done and there won't be a damn thing you can do about it. You're not really helping your case here. You just sound petty.

I have no problem with folks taking their leave. Every organization has established norms about what you ask for vs. notify. I don't understand how this is hard for some people to understand.

I don't understand how it's this hard for people to understand how to treat a professional. Your "management" style is what people hate about government. It's petty and overly focused on formalities over the work and mission. Nevermind that you fail to see the hypocrisy in saying "the rules are the rules" and then immediately note you can bend them for people you like.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Np. My employee notified me that she was switching her telework day by email at 6 this am. Party too much? I took a deep breath and said okay, thanks, but will address her when I see her in person tomorrow.

You're not a good manager. If the employee provides good quality work, then why do you care where they do it from? If the employee doesn't provide good quality work, then why aren't you addressing the work quality issue? And why the judgment of "party too much"? That has nothing to do with work quality or work location.


This isn't how you cultivate high quality employees. This is how you get people to jump ship at the first chance they get.

Ha, okay. If you say so. She is a presidential management fellow who is totally new to government. The rules are the rules; we don't make them up, we just follow them. The rules can be bent, but not until you've proven yourself and have some time in the job. As OP will soon find out.

So she's a professional. Treat her like a professional. Otherwise, she'll just use her sick leave instead of teleworking. You'll get less work done and there won't be a damn thing you can do about it. You're not really helping your case here. You just sound petty.

Do you realize that you both have b
Highjacked this conversation and shifted it to something else entirely? What’s wrong w you? You lack insight.

Anonymous wrote:I think OP’s boss might be here. Wow.

Really now! What makes you think this?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Np. My employee notified me that she was switching her telework day by email at 6 this am. Party too much? I took a deep breath and said okay, thanks, but will address her when I see her in person tomorrow.

You're not a good manager. If the employee provides good quality work, then why do you care where they do it from? If the employee doesn't provide good quality work, then why aren't you addressing the work quality issue? And why the judgment of "party too much"? That has nothing to do with work quality or work location.


This isn't how you cultivate high quality employees. This is how you get people to jump ship at the first chance they get.

Ha, okay. If you say so. She is a presidential management fellow who is totally new to government. The rules are the rules; we don't make them up, we just follow them. The rules can be bent, but not until you've proven yourself and have some time in the job. As OP will soon find out.

Please read what you wrote. Your position is inconsistent. Apparently the rules are only the rules that must be followed if you don't like the employee.

... if they haven't established themselves.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Np. My employee notified me that she was switching her telework day by email at 6 this am. Party too much? I took a deep breath and said okay, thanks, but will address her when I see her in person tomorrow.

You're not a good manager. If the employee provides good quality work, then why do you care where they do it from? If the employee doesn't provide good quality work, then why aren't you addressing the work quality issue? And why the judgment of "party too much"? That has nothing to do with work quality or work location.


This isn't how you cultivate high quality employees. This is how you get people to jump ship at the first chance they get.

Ha, okay. If you say so. She is a presidential management fellow who is totally new to government. The rules are the rules; we don't make them up, we just follow them. The rules can be bent, but not until you've proven yourself and have some time in the job. As OP will soon find out.

So she's a professional. Treat her like a professional. Otherwise, she'll just use her sick leave instead of teleworking. You'll get less work done and there won't be a damn thing you can do about it. You're not really helping your case here. You just sound petty.

I have no problem with folks taking their leave. Every organization has established norms about what you ask for vs. notify. I don't understand how this is hard for some people to understand.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Np. My employee notified me that she was switching her telework day by email at 6 this am. Party too much? I took a deep breath and said okay, thanks, but will address her when I see her in person tomorrow.

You're not a good manager. If the employee provides good quality work, then why do you care where they do it from? If the employee doesn't provide good quality work, then why aren't you addressing the work quality issue? And why the judgment of "party too much"? That has nothing to do with work quality or work location.


This isn't how you cultivate high quality employees. This is how you get people to jump ship at the first chance they get.

Ha, okay. If you say so. She is a presidential management fellow who is totally new to government. The rules are the rules; we don't make them up, we just follow them. The rules can be bent, but not until you've proven yourself and have some time in the job. As OP will soon find out.

Please read what you wrote. Your position is inconsistent. Apparently the rules are only the rules that must be followed if you don't like the employee.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Np. My employee notified me that she was switching her telework day by email at 6 this am. Party too much? I took a deep breath and said okay, thanks, but will address her when I see her in person tomorrow.

You're not a good manager. If the employee provides good quality work, then why do you care where they do it from? If the employee doesn't provide good quality work, then why aren't you addressing the work quality issue? And why the judgment of "party too much"? That has nothing to do with work quality or work location.


This isn't how you cultivate high quality employees. This is how you get people to jump ship at the first chance they get.

Ha, okay. If you say so. She is a presidential management fellow who is totally new to government. The rules are the rules; we don't make them up, we just follow them. The rules can be bent, but not until you've proven yourself and have some time in the job. As OP will soon find out.

So she's a professional. Treat her like a professional. Otherwise, she'll just use her sick leave instead of teleworking. You'll get less work done and there won't be a damn thing you can do about it. You're not really helping your case here. You just sound petty.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:
i am a new fed.

I was surprised to receive an email from my supervisor asking me not to change my telework days and spend a minimum eight hours a day in the office. I had notified him few weeks ago a situation that would prevent me to be on the office on a specific day I had suggested. an alternate day he never responded. After a few weeks. He sent an email copying my skip Level asking me to stick to my approved in person days only. I am very confused. Is this a disciplinary action? Why did he never speak to me or respond to my communication sent earlier and just sent me Written, communication adding my skip level. I thought i was keeping him informed it looks like something is amiss. I am anxious and confused. what should I do

Was it a one off re: telework day you were seeking permission to change or is it that you want a permanent, ongoing schedule change?

Them thinking you are not working 8 hours because you are not at your desk is a really unfortunate impression that has been created and one that will take time and consistency to correct. You need to understand you are asking permission to make changes, OP, not informing. They think you are playing fast and loose and are taking advantage. You need to correct that in words, in writing and in consistent action of being where you are supposed to be during agreed to hours. If you need a different work station make a proposal to your boss and get his/her decision.

The agency parking was full on the first few weeks of my in person day hence I requested a different day when parking was available. So one off request.

You young people. Get.there.earlier.use.public.transportation. Why is it so hard for you people to understand the world doesn’t revolve around your needs. Lol.

Our agency has a parking request queue which fills up months ahead of time. She may have started and not realized her in office days were already oversubscribed in parking. I doubt it was part of her intake briefing of current allocation.

That’s what it sounded like to me. I think OP is communicating just fine. I don’t get why so many of you are having terrible understanding a simple issue.

People are trolling OP. They're scaring the shit out of her and making her feel like a terrible employee just so they can pat themselves on the back.

Let me guess what generation you are from. Bosses don’t like to be given an “fyi” that an employee is switching agreed upon teleworking dates. In a probationary period, no less. They like it even less, when the employee explains they can’t possibly make it to work on agreed upon day because of…parking. As I type this out, I call troll on this. Especially, since they threw in the not at the desk 8 hours a day to make it even crazier.

Please guess which generation I'm from. I'll give you a hint, I didn't have a cell phone until after college. I believe in treating professionals like professionals. I don't have time to worry about stuff that has nothing to do with the agency mission.

+1. I'm GenX and would not bat an eye at this request because I really have other things to worry about - I'm looking for the work to get done.

Anonymous wrote:

Anonymous wrote:Np. My employee notified me that she was switching her telework day by email at 6 this am. Party too much? I took a deep breath and said okay, thanks, but will address her when I see her in person tomorrow.

You're not a good manager. If the employee provides good quality work, then why do you care where they do it from? If the employee doesn't provide good quality work, then why aren't you addressing the work quality issue? And why the judgment of "party too much"? That has nothing to do with work quality or work location.


This isn't how you cultivate high quality employees. This is how you get people to jump ship at the first chance they get.

Ha, okay. If you say so. She is a presidential management fellow who is totally new to government. The rules are the rules; we don't make them up, we just follow them. The rules can be bent, but not until you've proven yourself and have some time in the job. As OP will soon find out.

Anonymous wrote:Np. My employee notified me that she was switching her telework day by email at 6 this am. Party too much? I took a deep breath and said okay, thanks, but will address her when I see her in person tomorrow.

Lol, I had an employee do the same this morning and I… didn’t care. Because he’s generally a great worker and shows up. I don’t mind giving him some down time to nurse his hangover or whatever. I know he’ll make it up later and deliver what he needs to.