Ask a Manager

It’s five answers to five questions. Here we go…

1. I feel like a failure because a project was moved to another team

I received an unexpected meeting invite today and was surprised our manager would take time away for a meeting when we were in a dire time crunch on a major project for probably the third week in a row. Stupidly, I had some vague thought that I might be praised for stepping up while our department head was out of office and that I might use the opportunity to set boundaries about time off after working like a crazy person through company holidays and the weekend.

Well, I was wrong. They gave the project I was managing to another team. No warning, no pause to say thank you for my efforts or that it wasn’t my fault. Just barreled through like they were listing out standard assignments. I didn’t know what to do so I just held myself still, thinking no reaction was better than embarrassing myself. They eventually stopped and asked the question I absolutely dread — any questions or things I can explain to you? I figured a basic “no, I don’t have any questions” was about all I could get out without showing emotion. Apparently that clued them in to my distress because then I got a spiel about how it’s not about me or my work and they know I worked so hard. But how else would anyone interpret it? It’s not like they are going to advertise a disagreement between members of leadership to save my reputation. I pushed myself to share a plan for transitioning, hoping that it might make up for my stone-faced silence, and they seemed relieved that I was talking.

I still have to lead our group to finish a time-sensitive piece of work before handing it over, and none of my coworkers are saying anything about the change, which makes it feel worse. Like they are politely pretending not to see a stain on my shirt. I don’t know how to be. Do I pretend it’s not worth mentioning? Do I try to find some way of laughing it off? I feel like my brain is broken, I’ve got Macbeth quotes running repeatedly in my head, I’m sobbing on and off (WFH thank god), and I’m so embarrassed even though I’m not sure I had any chance at a different outcome. How do professional, no-drama, team players handle pretty public failure? I’m not feeling like that kind of person right now, but maybe I can fake it tomorrow.

You’re defining this as a public failure … but is it? Projects get moved around for reasons other than “the person currently doing it is failing.” One very obvious reason they might move it is that your department head is out and you’ve been having to cover for them, including “working like a crazy person through holidays and the weekend.” They might have thought it was obvious that this wasn’t a good permanent arrangement — since you presumably have your own regular workload to attend to, as well as covering for your missing manager — and that you’d be relieved to have someone else take it on.

Now, maybe that’s very clearly not the case. And maybe they did move it because they thought the other team would do a better job with it. But that’s still not public failure, and the reaction you’re having is so disproportionately strong (the sobbing, the certainty that others see you as a failure, the Macbeth quotes) without sharing any indication that this was actually tied to your work that I suspect there’s a good chance you’re not assessing it correctly. If there’s some key detail missing from your letter that confirms the move really was because you were failing … well, I would figure that you’ve been working yourself to exhaustion for weeks while a key member of your team is gone, and those circumstances don’t generally set people up for success. So it’s still not really public failure. It’s public overwork, perhaps, and people don’t normally find that an embarrassing stain on your record.

2. People leave personal items at desks even though we hot-desk

My company went hybrid (50/50 in-office vs. WFH) last year and downsized to a smaller office where we don’t have assigned desks. There are about 1.5 desks for every 2 employees. Lots of people have a favorite desk that they try to reserve regularly, and they tend to leave their stuff on it rather than carry it from their locker (everyone has one) to their desk daily. Some stuff is mostly harmless, just taking up space (water bottle, personal hand sanitizer) but some is downright gross (food, empty used coffee mugs, crumbs, etc.). We technically have a policy that you need to leave your desk empty and clean at the end of the day but about half the team ignores it, driving the other half batty. We have also had new hires start and end up sitting at what very much feels like someone else’s personal desk on their first day, which isn’t particularly welcoming.

How do we enforce cultural norms like this without just becoming nags? Is this just the new office sink full of dirty dishes — always a problem, no real solution?

The only way you’re going to change it is to actually enforce the policy … and the only practical way to enforce the policy is probably to charge someone with cleaning off anything left on desks at the end of the day, at least for a month or so until people’s habits change. You could put all the abandoned items on a designated table for people to collect if they want them back the next time they’re in the office, or you could start tossing them if that doesn’t solve the problem after a while. (Either way, make sure you give people advance notice that this is going to start happening.) In doing this, point out to people that by staking out a desk as their own, they’re claiming more than their fair share of limited resources; there aren’t enough desks for everyone to do it, and they’re forcing other people to deal with their stuff.

A big caveat: Do any of your staff choose to come in most days, despite the company as a whole being hybrid? If someone comes in 95% of the time, this will be a particularly annoying policy for them, and you might consider whether there’s a way to have two categories of desks (unreserved desks for people who are truly hybrid and reserved ones for people who aren’t). That can get messy to track but can be worth the payoff in morale.

3. Employer wants everyone back in the office — no exceptions

My wife has been working at a nonprofit for close to three years. She started during the pandemic and when she was hired, she was told that eventually she would have to go to the office part-time, but because she is at higher risk for bad outcomes from Covid, our doctor agreed that she should only go to the office one day a week. Until now, that has been the case for the most part, with her going in twice a week only rarely.

But last week her department head and HR team told her that she needed to start coming in twice a week. Apparently there will be no exceptions made to the two-day-a-week policy, even though she is still at higher risk for bad outcomes from Covid. Even though the doctor gave her a new note. Even though there is a new variant. And even though the pandemic is in fact still not over. (She masks any time she goes to the office, and we are in general masking as much as possible.)

She is pissed. She feels that they are reneging on an arrangement they made when she started to go to the office two years ago, and that they are being unfair and a bit irresponsible. If she quits, she won’t get unemployment, which means she won’t quit. But she will be miserable if she doesn’t. She is filing a grievance through her union, but once you file a grievance, they don’t want you, do they?

Do you have any suggestions for how to handle this? She sees nothing about her job that requires she be there two days a week, and we both feel like the world is playing pretendy games by not taking our worries about Covid seriously. Surely an employer could offer reasonable accommodations. Doesn’t this violate the ADA?

It violates the ADA if she has a covered disability under the law (defined as “physical or mental impairments that substantially limit one or more major life activities,​ such as seeing, hearing, speaking, walking or breathing”) and if she could stay at one day a week without causing “undue hardship” to the employer.

That said … more employers are taking hard-line “no exceptions” stances on bringing people back to the office and putting up serious opposition to anyone who tries to get an exception, especially if the exception is being sought based on Covid risk. (For what it’s worth, the fact that she’s been going once a week may undercut her argument that it’s unsafe for her to be there. It also sounds like she agreed when she was hired that she’d eventually go to the office part-time; if that wasn’t explicitly defined as only one day a week, her employer might rightly feel like they’re not reneging on that at all. Even if it was defined as one day a week, though, employers are allowed to change those policies as their business needs, or what they define as their business needs, change.) You could certainly work with a lawyer and see what happens, but it may be an uphill battle. I’m not saying that should be the case — just that we’re seeing more employers really commit to these policies.

Related:
if you have a disability, do employers have to let you keep working from home after they re-open?

4. Friends who subscribe to my Substack

I have a Substack blog (side hustle, trying to make it a main hustle) with paid subscribers. Sometimes my friends sign up for paid subscriptions, and in this situation I feel extremely awkward. Should I end these friendships because I now technically work for these folks, or is it different with subscription services? And, does it come across as “asking for money” when I share public blog posts with friends, without an expectation that they’ll pay for subscriptions?

You don’t work for your subscribers. You’re creating something that people pay to access, but they’re not your employers (just like I don’t work for you because you read this site, nor do I work for the companies that advertise here). Your friends are presumably subscribing because they enjoy your content, or because they want to support you as a friend. I imagine they’d be pretty taken aback if you ended the friendship because they were supporting your work!

And no, it doesn’t come across as asking for money when you share public blog posts. It might come off as self-promotional at some point, depending on how often you’re sharing and what you’re saying when you do — but it doesn’t come across as a request for money unless you actually ask for money.

5. My boss thinks comp time is illegal

I’m one of five directors in a 30-person group. All but three of the team are exempt employees. I was talking with my boss, our executive director, today about a program we might have to run on the weekend during a very busy time of year. I mentioned that I know she doesn’t generally like considering this as an option, but it might make sense to offer up some comp time in exchange for doing some work on the weekend.

She informed me that we can’t even consider that as an option because “it’s illegal,” declaring, “You get paid to do a job, and you work the hours you need to work to get that job done!” I responded that I know (which I do! and I agree!), but that if someone put in a certain number of hours on a weekend, I thought it made sense, if their workload allowed, to invite them to take some similar amount of time off later in the week (while acknowledging, of course, that the three non-exempt employees would be paid for whatever hours they worked on a weekend, and earn overtime as appropriate).

She got pretty worked up, so I let it go for now, but have you ever heard of this assessment that offering comp time to exempt employees is somehow illegal? (We’re in California, if it’s relevant.) The way I figure it, if you’re going to put in somewhere around 40 hours, it doesn’t matter if some of those hours are on a Saturday or on a Tuesday. It was very odd to me.

Comp time is not illegal for exempt employees. It is generally illegal for non-exempt employees, as you know; they must be paid in money for any hours over 40 worked in a week, not in extra time off. (Although interestingly, California is one of the few states that has some provisions for even non-exempt employees to receive comp time in certain limited circumstances.)

The U.S. Department of Labor has explicitly affirmed that comp time is permissible for exempt employees as long as they receive a guaranteed salary with no reductions on the basis of quality or quantity of time worked.

Your boss is stuck on “exempt employees are paid for a job, not for the number of hours they work” — but she’s wrong on the legalities around comp time. If you really wanted to get into it with her, you could point out that if an exempt employee were getting all their work done in 10 hours a week, she’d probably expect them to put in more hours — the whole exempt “paid for a job” thing tends to be applied more in one direction than the other.

It’s five answers to five questions. Here we go…

1. Was I wrong in this email squabble?

I have a question about a little email tussel I recently ended up in. I am a contractor for a professional services agency and was working on a project for a client. Part of my work includes using a third party to upload documents to a publishing site. This was my first time working with the third party in any capacity. Last week, I sent the required documents to the contact at the service (“Pat”) and asked for an update when the content was uploaded. They did acknowledge the email and said they would send an update once it was completed.

To make a long story short, Pat helped with uploading documents from a different (but related) project, and when I asked about the original request, I was met with pushback about never receiving documents related to the project (despite the email chain being named after the project). It was so blatantly wrong and strange that I began questioning myself, but a coworker also on the email chain acknowledged that Pat seemed disorganized, so I surmised that it must not be me. I sent the documents again to Pat two more times before the weekend, and each time was either ignored or they said that they did not receive anything from me when I asked for an update.

Eventually, on Monday morning, the client mentioned that they still did not see the documents uploaded. I reached out to Pat for an update, to which they said again that they never received anything from me and to send a new email with the attachments. I did as requested and included screenshots of all the emails I had sent to Pat the previous week with a note “in case they wanted to investigate.” It felt a little petty as I was sending it, but I was annoyed.

Pat replied back, “Obviously I am getting your emails but I never got one related to (Project name). Make sure you’re sending to the right recipient.”

Once they had confirmed completion of the upload, I sent them a screenshot of my original email including the “to” line showing that it did indeed go to them and said I appreciated their help. Pat’s tune changed significantly after that, and while they didn’t apologize, they said they would look into it more and they were glad we were able to complete the project.

If it matters, I am a woman in my late 20s and from what I can tell, Pat is a man in probably his 50s. While I felt petty sending screenshots of everything, this seemed like a very strange situation (could he not go back to the original email?) and I didn’t feel like being pushed around or apologizing for something I didn’t do. My director and coworker were also cc’d on all of the communications. Would love your insight on if I handled this appropriately!

Pat’s the problem, not you.

It’s one thing to miss an email, but before chastising someone to “make sure you’re sending to the right recipient,” you’d think he’d first go back and confirm that he really didn’t get the email.

I do think it was overkill on your side to send screenshots of all the emails you’d sent Pat the previous week, rather than just the one in question. Sending just the one in question probably would have solved the whole thing and not dragged out the interaction quite as much.

But again, you weren’t the problem.

2. I’m about to hire my first employee and I’m freaking out

I set up a nonprofit organization last year which has grown beyond the point where I can keep delivering everything on my own. There are two other directors on the board but they are both employed elsewhere, so other than quarterly board meetings I do the vast majority of the work. Thanks to grant funding and trading income, the organization can afford to employ someone part-time to take over some of the core delivery so that some of my time is freed up to work on developing and growing the business, and making it sustainable for the long term.

I’ve been through the recruitment process, I’ve got a preferred candidate and a second choice, interviews are done, references contacted, offer letter and contract (we’re in the UK) are all drafted with guidance from a HR consultant … and I am absolutely terrified of actually calling the candidate and making the offer.

I think I’m paralyzed by the weight of responsibility that being someone’s manager and employer involves. I have literally never been anyone’s supervisor or manager before. I’ve had a lot of managers, good and bad, and have a fairly good idea of what kind of manager I want to be, but the terror is getting in the way.

If I don’t hire this person, or at least A person, I will not be able to sustain the company. There’s so much potential and so much demand for what we offer, and the only way to realise that is to employ someone who is not me to do some of it. So why am I so scared? And what can I do? I told the applicants I’d make a decision last week. I’ve already updated them that there’s a delay, but I really do need to finalize the hiring decision this week, not least because I need them in role asap so that I can shift my focus to a large and important project starting in mid-July (which will involve hiring more staff).

This is hard to answer without knowing exactly what you’re afraid of, but if it’s really just the weight of being someone’s boss … well, honestly, you’re going to mess it up at some point, probably multiple points, because that’s what we all do. You’re not going to be perfect. You’re going to learn on the job, and it’s sometimes going to be messy. (This pep talk sucks, sorry!) But this is how you learn to do it. As long as you commit to a few basic principles at the outset — clear communication, getting aligned on expected outcomes, a coaching mentality, a bias toward transparency, and a view of the other person as a partner rather than a peon — you’re going to be fine. The other person is going to be fine. You’ll both figure it out. Commit to talking about it if that’s not happening.

But also, consider some training on how to manage people effectively — the nitty-gritty, “what does this look like day-to-day” of management. (I have conveniently written a book about exactly that and it’s even targeted toward nonprofit managers, so here you go.)

Also! Make sure you have a clear role description and list of outcomes the person will be responsible for achieving, and a training plan (at least an organized outline) for what you’ll need to cover with them to get them acclimated and equipped to contribute. You’ll feel better if you have those things. But from there … all you can really do is jump in.

Related:
advice for new managers

3. Interviewer asked, “What would your detractors say about you?”

I’ve interviewed twice for the same agency over the span of several years. Both interviews included the same question: What would your detractors say about you?

The question has actually turned me off a bit from working for that agency. How do you advise answering a question like that?

It’s really just the old “what are your greatest weaknesses?” in disguise — or at least you can answer it that way. If you’ve had 360 feedback and you’re comfortable talking about something from that, you can do that and cite it as the source. But either way, the framing should be the same as for the “weaknesses” question — something you’re not as strong in combined with what you’ve done/are doing to work on it.

4. Should I say my coworker is the reason I’m leaving?

I am planning to jump ship from my current position due to my hostile coworker. She belittles me and tokenizes my identity on a daily basis and reacts poorly to both constructive feedback on her poor judgement for managing relationships with outside community partners and simple requests such as turning off her phone volume in a shared office space or using Teams for work-related discussion instead of text. She is also a terrible writer (a key job requirement), so I end up having to rewrite much of her work.

I am 100% leaving this position due to her conduct and I feel it’s important to tell leadership. I already discussed my coworker’s behavior with my manager and there has been little change. Leadership’s main concern is finishing the project we were hired to implement. My coworker’s and my positions are temporary, project-based positions, so it is highly unlikely this coworker would stay on. Would I look like the petty, aggrieved employee for sharing my true reasons for leaving or should I keep it neutral and say, “I found a position that’s a better fit for my career goals”?

There’s no point in getting into a lengthy dissection of your coworker’s behavior, but if your manager is the one asking, there’s no reason you can’t say, “It’s no secret that I’ve found Jane very difficult to work with.” If the person asking is higher up, you can share, “I’ve encountered a lot of difficulties working with Jane, which I’ve shared with Manager. I don’t want to rehash it at this point, but it ended up seeming like the right choice to simply move on.” I wouldn’t get into it beyond that — you’re leaving, and that gives them enough bread crumbs to follow if they care to.

One exception: If I’m understanding correctly that Jane subjected you to harassment or discrimination based on your race, religion, sexual orientation, or other protected class, you should spell that out, along with the fact that your boss didn’t act on it when you reported it (that part is crucial). They need to hear that, even if they don’t care about the rest of it.

5. How to raise your rates as a freelancer

Is there a good way to raise your freelancer rates with your existing clients? I haven’t raised my rates in a long time because of The Fear of never getting any work ever again. I am now pretty sure that I am undercharging. My instincts are all saying “only raise by a really small amount!” “Give them three months notice before the rate rises kick in!” But those are the same instincts that led me to not raise my rates for years so I am not sure I should trust them!

Also, do I need to give a reason for raising my rates? Or do I just state that they are going up? I was planning to say, “Due to rising costs, I will need to raise my rates from 1 September to xxx/hour or xxx/day.” As I am a freelancer writer, they may ask what costs. But, honestly, the price of coffee, my most important business expense, has shot up so I am telling the truth!

In general, you shouldn’t raise your rates only by a small amount out of fear; you want to raise them to a level that’s in line with the market and which means you won’t be undercharging. At the same time, freelancers also have to be realistic about clients’ budgets and what price point they’ll accept, and how willing you are to potentially lose some clients over a price hike. (Ideally, you’d be willing to lose some, since it will open up space for clients who can pay what your work is worth — but obviously that gets into what you can and can’t afford, how much risk tolerance you have, and how large of an increase we’re talking about.) It’s more art than science.

You don’t need to give a reason and I wouldn’t say it’s “due to rising costs.” You can just let people know they’re increasing and to what. Giving two to three months notice is good practice. You can also note that you haven’t raised your rates in the X years you’ve worked together.