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What to do about the boss???
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What to do about the boss???
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
My official title is office administrator, though most refer to me as the office manager. My duties include Accounting, AR/AP, HR, benefits, Desktop support, filing system, etc. I'm basically the only
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Forums » Topic Forums » General Forum » What to do about the boss???
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What to do about the boss???
posted at 7/1/2009 9:31 AM EDT
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Posts: 21
First: 9/21/2007 Last: 12/16/2010 |
My official title is office administrator, though most refer to me as the office manager. My duties include Accounting, AR/AP, HR, benefits, Desktop support, filing system, etc. I'm basically the only non-engineer in the office. There are 11 full time employees here.
Anyway, my HR duties really only extend to managing HR files, the owner claims to handle all the employee relations portion of that. However, many employees still come to me anyway with issues since the issues they have are with the owner and the choices he's been making lately. The owner is an excellent engineer but IMO should not be in charge of running the company. There are a lot of concerns raised but there's definitely a pattern and can be broken down into 3 man categories. The question is, are these issues something I should bring up to the owner? Is it my place to do so? I'm not an HR representative. Would he take this as threatening and I might worry about my job? etc... Anyway, below is a draft of an email I'm proposing to send him in hopes of setting up a meeting to discuss these issue. Just looking for some professional advice. Letter: Although it’s not my job specifically, I feel that someone in the office needs to take on a roll as a person that employees can come to when they have issues they are not comfortable speaking to you about. However, because of my current position, it seems only natural they would come to me to voice they’re concerns. One in question that needs to be addressed is Lee’s roll with our company (*Lee is a personal friend of the owner who has no prior background in anything we do). To be quite frank, at least half of our employees have come to me questioning your decision to involve Lee with our projects. They’re concern is broken down into three basic areas: 1) His ability to perform to a level that meets our standards. Most that are working with him don’t feel that he is currently capable of providing the level of knowledge and expertise they desire. Basically they don’t think he has a clue about what he’s supposed to be doing. 2) Employees don’t understand why we’re bringing in an outside person to do work that we can handle ourselves, especially when they don’t feel like he can adequately do the job. They know the reason you’ve told them, but honestly they all think you’re doing it because he’s your “buddy” and trying to help him out since he currently does not have other work. a. I fall into this category too since we have only been averaging 50% billable for this entire year so far and people have said they’d be able to do more and question why we’ve got him working with us. So I too question why we need him when we have other employees who have no work are willing to pick it up. 3) And third, it’s about money and expenses. They don’t know how much he charges for his time, but they all assume it’s give or take about double what you’re paying them (*He's not an employee, he bills us for his services). That is not going over very well since they know 100% of his time so far is unbillable. Employees don’t understand how we can afford to hire “a friend of yours” but not give more for raises or bonuses to your own employees who actually make the company go, so to speak. I’m not saying any of this is true or not, it’s just the feedback I’ve gotten from people. Not everyone thinks all of the above, but as a whole, these are the three concerns I’ve gathered. For a small background, Lee is a personal friend of the owner who we all believe was hired to help him out since he's not currently employed. He has been getting involved as project manager for a few jobs the owner thinks need extra help and we can't cover. He has no engineering experience, so he's spent close to 40-50 hours at our office learning projects and what we do as well as the owner spending that amount of time training him. It's gotten to be a major concern for employees and they are scared to talk to him about it. However, with how the economy is they can't just walk away and find new jobs. If given the option, I think they would too. |
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What to do about the boss???
posted at 7/1/2009 10:14 AM EDT
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
I would address the fact that employees are coming to you with concerns. However, I would NOT address the situation with Lee in as much detail. Especially since he/she is a friend of the owners.
You probably would be signing your own termination certificate and putting your neck on the line for this whole group of employees: (1) by questioning the friend and (2) by questioning the owner's authority. Plus some of these "concerns" are none of their business as they aren't the owners/decisionmakers. I think you can address many of these concerns outside of specifics with Lee. Lack of work, pay increases etc. Strategically think through the fact that you have employees who aren't 100% busy without bringing Lee into the discussion. Let the owner do that. (p.s. roll should be -- /> role) |
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What to do about the boss???
posted at 7/1/2009 10:27 AM EDT
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Posts: 21
First: 9/21/2007 Last: 12/16/2010 |
If I bring up that employees coming to me with issues, I'm sure he'll ask about what they are. Any idea? I too feel like i'm going out on a limb bringing up Lee. But I feel the pressure of everyone like it's my duty. |
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What to do about the boss???
posted at 7/1/2009 11:05 AM EDT
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Posts: 464
First: 6/30/2004 Last: 11/22/2010 |
I think you are about to step on a slippery slope.
First, all of the other professionals are expecting you to carry the water they should be carrying. Their issues with professional capability should be expressed directly with the boss, you should not be in the middle. Encourage them to share their concerns directly. If their concern does not overcome their fear, then they should live with the result, not you. Second, there is some notion that the guys is being paid more? Again, not your issue, it's the folks who think that. If they beleive they are being underpaid, it's up to them. I do not like it when someone comes to me that they believe someone else is overpaid. That is not their concern, nor is the perspective appreciated. It usually boils down to - I want the deal they have. Ok, negotiate it with the decision maker. There are some other business issues referenced that may be viable in a conversation, but unless it is your issue, I would not take it to the boss. The idea that the rest of the staff, including you, have additional hours that could be billed is something I would want to know. But keep in mind it may not change the OWNERS desire to keep his friend busy. If the owner decides that value is added enough to keep the guy on, so be it. If he decides to eat the dollars and not bill the customer, so be it. It's his business. In the end, it reduces his profits. He gets to live with that. Just my opinion. |
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What to do about the boss???
posted at 7/1/2009 11:06 AM EDT
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Posts: 228
First: 11/1/2006 Last: 1/20/2010 |
Personally I wouldn't go there. As the owner of the company he can pretty much hire who wants to and have them do nothing if he/she so chooses. Tread lightly. I would advise the employees who are coming to you to go directly to the owner if they have issues and concerns. Frankly, it looks like they are setting you up to take the fall for them. |
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What to do about the boss???
posted at 7/1/2009 11:18 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
I totally agree with hrpob - there's no reason you should be making the career kamikaze run at the boss for the employees.
I do have to question the boss' action here by not explaining why this Lee person has been brought in - there might be a perfectly good business reason for it. Keep in mind that people tend not to accept change easily or well. It could very easily be that in 3 months you won't hear anything about it and life will be back to normal. |
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What to do about the boss???
posted at 7/1/2009 11:24 AM EDT
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
And working in a company where this has happened many times, we have found it is best to ride out the storm while not being the one to cause it.
I suspect at some point, but probably not soon enough for the rest of the employees, the owner will come to the same realization as these employees. |
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What to do about the boss???
posted at 7/1/2009 11:30 AM EDT
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Posts: 21
First: 9/21/2007 Last: 12/16/2010 |
You'd have to know our boss though. He'll never realize it. This business is basically a "hobby" for him, he's independently wealthy. He financially runs the company into the ground on a monthly basis. We often take out loans for payroll, credit clients many thousands of dollars because he won't stand his ground. We undercharge for our services and overpay lazy employees...the list goes on! Personally I'm working on getting out but it's hard to find a paying employer! |
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