Dear Deb,
At work it’s just me and my supervisor in a team. Due to my senior years I am probably more experienced in work related emotional intelligence. Plus I have a high level of commitment and strong work ethic.
My co-worker is a senior case manager by title, hence he’s my supervisor although we work the same job and sit right next to each other in the office.
Since I began mid September he’s displayed a lack of commitment, late daily, ensures we have a 2 pm external client meeting so he can be home early (we work 9-5). He has told me on numerous occasions his desire is to work little as possible. Plus, his work is not compliant.
I became frustrated last week. I’m actually on leave this week and I am now wondering how to approach the issue further.
I’ve communicated with him via email with a cc to his manager regarding my regular support supervision which has not taken place at all, plus our work load is out of balance (mainly due to his poor performance but of course I haven’t mentioned this ). My issue is I feel blocked in my role, wanting to expand but being held back by him.
I do not want to be a ‘dibber’ about him - that will sort itself out hopefully. He’s worked for the organisation for about 10 years. Has a close working relationship with a senior manager of our department. Also he knows her personally. I don’t feel it’s appropriate for me to speak of his lack of commitment to the department.
I am on leave this week. He’s set up supervision for day I return within one hour of being back at work. Ridiculous!!
One thing I will do is no longer head home at 3.30 after our 2 pm client meeting. I’ll return to the office. If he wants to leave early, so be it.
His manager is being very supportive to me. High level of encouragement and praise. Meeting with her next week which is not usual so I know we will be discussing my thoughts .
I feel it isn’t working with him as my supervisor partly as we work so close together, secondly I feel a lack of respect to him. I am seeking more direction, goals, supportive feedback and growth for the program and I don’t think he is willing to put in alongside me to make that happen.
I’m unsure how to approach this with his manager and remain professional as I do not want to discuss his poor performance. He is a lovely person and I don’t want to damage the working relationship. I don’t think I can just tell him how I feel without it all blowing up. Unsure how to manage the situation well overall.
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