 |
|
|||||
Cut clingy ex-manager loose
Q: I changed jobs three years ago, but my former boss won't let me go! After I left, she never removed my name from her voice mail, so people call me when they can't find her. She also has my name on all her correspondence. Although we work on the same floor, I no longer have any connection to her department.
I have been patient about this, but now she wants me to fill in for her when she's out of the office. How do I get this former boss to back off?!
A: Three years? I'd say you have an excess of patience. But even though your former boss is quite a leech, you really can't blame her.
After all, you've actually encouraged this behavior by putting up with it. She's getting free help, so why would she change anything?
At this point, your best bet is to ask your current boss to help you detach from the former one. To get your manager's attention, explain how these leftover tasks are interfering with your current job. Then ask him or her to have a talk with your clingy ex-manager.
In that conversation, he or she politely should request that your ex-boss remove your name from all communication materials. He or she also should let her know that the demands of your current job make it impossible for you to serve as her backup. Then, if you really want this to end, you immediately must stop doing all of these extra tasks.
When asked about the other department, explain that you have not worked there for three years. Return all misdirected correspondence to the sender with appropriate contact information. If you recognize calls for the ex-boss on your caller ID, don't answer them. In your outgoing message on voice mail, let callers know how to find her. ("If you need to reach Department X, please call Mary Smith at Ext. 1234.")
These steps should bring your double duty to an end. If not, your manager needs to enlist the help of his or her own boss. Some leeches will stay attached for a long time unless you pry them off.
Q: In the company where I work, we usually have a monthly staff meeting with all 30 employees. For the next meeting, the owner has asked everyone to bring an answer to this question: "Why should I be recognized for the work I do for this company?" What do you think of this tactic?
A: My opinion of the question depends on why it's being asked. If the owner wants all employees to think about how they add value to the business, then the discussion could help everyone appreciate his or her colleagues' contributions.
But even with positive intentions, the owner may fail to recognize that some people feel very uncomfortable about publicly describing personal accomplishments. Many of us are reluctant to toot our own horns.
If you dislike self-promotion, you are under no obligation to proclaim your greatness in the staff meeting. Instead of talking about yourself, talk about your job. For example, you might not like saying, "I am absolutely terrific at handling customer problems." But explaining how your position adds value may be easier: "In my job, I have the opportunity to help customers resolve many difficult issues."
Your use of the word "tactic" implies some suspicion about the owner's motives, however. So if this question is actually a devious game that leads to criticism instead of praise, then I think it's dreadful. If that turns out to be the case, you may not want to spend the rest of your career with this company.
- Marie G. McIntyre is an Atlanta-based workplace coach. Her weekly column is syndicated by Knight Ridder/Tribune News Service. Send questions at www.yourofficecoach.com.
