“According to a trusted colleague, one of my employees recently called in sick when he was actually taking a trip to the beach. Although “Greg” is a bright guy with lots of potential, I have previously had some concerns about his work ethic. However, this was just a general impression with no specific evidence.
Even though I feel certain that Greg lied, I’m not sure how to handle it. If I make an accusation without any proof, that may offend him and damage our relationship. On the other hand, Greg shouldn’t be allowed to get away with lying, and I don’t want to be a spineless manager. What should I do?” – office coach
My first smart ass thought reading the above was “This is why I don’t overshare with colleagues.” When I need time away from the office I simply say “I have a life appointment© ”. That one phrase encompass everything I may do in my time away from work.
Though as a working professional and a supervisor, I can’t help but wonder what this office’s policy is around paid vacation and sick time. I wonder what the relationship is between the “trusted colleague” and the supervisor? I wonder why the colleague felt obligated to share this news? I wonder what the impression was that made the supervisor question her staff’s work ethic? I do agree with Marie “If –then approach” I, however, believe it would be best delivered in the method of a team meeting so that the office as a whole heard the message. This would allow the team to ask question as a whole about policies.
Would you do things differently? Have you been in the place of the colleagues or supervisors?