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I'm not given enough work!

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by blue.sun

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Hi all, I’m finding myself in an odd position and I’d greatly appreciate your insights on it.Scenario:I’m salaried,(not a consultant), work for a large enterprise,pay is decent but not great (smack in the middle of the payscale),benefits are tied to the firm’s revenues (slim to none). For two years I did both support and managerial (co-ordinate teams,measure quality of service,establish support procedures,document,etc) duties.3 months ago ,wanting to ditch support altogether ,I asked for a transfer,which was granted.My new job would be “establish procedures for tracking and controlling the outsourced technology services”.
I meet my new boss ,am inmediately asked to take a holiday because my position hasbeen newly created and she doesn’t know yet what I am to do.Back from holiday ,I’m shown a DB where all the records are kept and told “for the moment just keep the DB updated”.I let it pass but offered suggestions for new procedures. No feedback.After 3 weeks I request an interview with my boss and tell her I'm ready for more responsabilities.I’ve spoken 2-3 times to her about that .I culled her best sentences:”Wait till after the reorg”.”I reallymust consult my boss” .”Nothing else is required of you for the moment:””I know it doesn’t fill your workday but can’t give you anything else right now”."I really must find time to review your projects".I surf the net 8 hours a day.My (yearly) performance review is due soon;how is my boss going to do it I have no clue. What do I do? Transfer again?Nag my boss?Nag her boss?Spend time in my own projects (it’s unethical,but is getting paid to surf very ethical)?Get out? Bring everything up again in my review and take it from there?My job description was given to me verbally. What would you do?

7 replies

by lordinfidel

Sometimes you need to create your own work.

It sounds like to me is that when they gave you the position they were expecting you to go ahead and create the standards and monitor them.

Sometimes you have to take the bull by the horns. When youcome up with a new way to do things, write up a procedural doc and send it off to her saying that you are/would like to implement this.

But like I said before, you will need to create your own work instead of waiting for her to give you work.

When you do that, you actually become more valuable and less expendable. Instead of saying I don't know what to do, create something to do.

You have your basic sets of instructions, look at what procedures are in place now, and how can they be expanded on.

by blue.sun

As I said in my original post ,I've suggested new standards and got no feedback whatever.I've submitted documentation and she held it for weeks before getting to me with a simple "yes" or "no". Problem is ,I can suggest new processes but I'm not empowered to put them in production .My boss' boss has the final say.I once compiled an unsolicited report summing up the state of the dept. and her reaction was "we don't use this proactive approach here". (No wonder they're not making money).

by timwalsh

Almost sounds like your Boss is new to her position and doesn't have a clue how to proceed either.

What to do next:
1. Start documenting EVERYTHING (what work you accomplish, ANY communications with your Boss and the subject of those communications, etc.). This will hopefully prevent a scenario of "We gave you a job, you didn't accomplish it."
2. Put down in writing what YOU understand your duties and responsibilities to be. Ask your boss to aggree or not agree with your assessment. If she agrees, or even if she has a different assessment, ask it to be made part of your personnel record. It tends to be very hard to prove or disprove whether a person is doing their job if no one has a clue what that job is supposed to be.
2. Since you have been given a basic set of marching orders 'Establish procedures to...', do everything you can short of actual implementation.
3. Since it sounds like your boss has made it pretty clear that she doesn't know what to do with you, naggingprobably won't gain you anything (other than her ire). Going over her head might make matters worse. Submit a weekly status report specifying progress made/work accomplished.
4. For your upcoming evaluation, it sound like the majority of inputshould come from your former boss. Make sure it gets included. During the evaluation, try (that's all you can do) and get your boss to clearly lay out what is expected of you. If she still won't commit, ask her if there are any projects her boss migh have for you until such time as your role is more clearly defined.
5. Beware of company politics! Is it possible that your boss is someone's favorite "stepchild?" Is she being given a chance at a management position in an area that won't damage the company if she fails? Causing her to look bad could see you suffering dire consequences.
6. If things don't improve soon, it could just be time to move on.

Good luck.

by mommaniac

I agree with the idea of documenting everything. You can look at this one of two ways: as a problem or as an opportunity. Most people who write procedures are not the ones who implement them, so you need to get past that. Take the time (and it sounds like you have a lot of it!) to get "out there" and examine procedures as they are. Nothing is perfect and can always be refined. Send your procedures and other work to your boss via email and copy her boss on it. You're not going over her headbecause she's still involved (or you gave her the chance to be.) Put actions in your email saying that you'd like to meet with her on "x" date to review what you'd sent. Since her boss is copied, ask if he/she would like to be involved as well. You win either way: the boss's boss attends and is made aware of your situation, or he/she chooses not to attend and expects your boss to handle this. Most likely he/she will follow up with your boss and ask how the meeting went. She'll be obligated to have something concrete to say. Take this opportunity to do EVERY project you can think of and copy the boss's boss on everything. Someone will notice, just be patient.

by ttrimb1e

In 30 years with a major technology company, I had about 35 jobs and experienced the same problem with some of the managers I worked for. One approach that I found to be successful was to document a cause and reaction type evaluation.You said that your job is to track outsourced technology services, got to the people who use those services. Talk to various levels of people who are the actual customers. Find out what they like and don't like about the service they are receiving. Use the positives as a guide and the negatives as work projects. Fix the ones you can and document a cause and proposed reaction to the others. Relate your idea to a real business condition. Keep your boss informed on the status of every item on your list. When they are all cured, repeat the process. Do not just ask for things to do!

by blue.sun

Hi all&thank you for posting to this thread.I’ve read your posts and you all seem to think I’m not proactive.Well ,I’m *behaving* as if I weren’t ,which is not exactly the same. I am proactive ,and all my previous bosses –4 to date- said so in writing.BUT there’s a big problem with proactivity here.The IT mgrs are overall very young (most under 30,many as young as 25) ,and controlling people is of paramount importance to most of them.I’ve gotten really burned because of my proactivity – relationship with my previous boss got so impaired,I ended up being micromanaged ,it was hellish.So I figured I’d keep a low profile this time. I will surely put some of your suggestions in practice and maybe go back to my old evil ways :-) .Thank you and keep on posting!BTW Tim,you got it right.My boss *is* new to her position.

by rich in pa

I would bet that she is packed with work that she does not know how to do, or is going about it the wrong way.

Re-read "Scary" above. And then try this - Ask her if there is any way that you can help her. And do the best you can.

You are tied to her. If "Her" department is not producing results both of you may go.

If you help someone they are more likely to be of help to you when you need it. Like at job review time.

DO NOT go over her head. DO NOT send copies to her boss. She WILLbe ticked off and her boss will think that you are disloyal to "your" boss. Disloyalty is not an admired trait.

As far as transfering within your company again - do you want to be known as the person that 2 departments were willing to lose?

Best bet - Help her as best you can. And Start looking for another job if she says no.

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