Dear Roze:

Can you help me with some good advice on a workplace problem?  My boss asked me to follow up on a printer maintenance matter.  The printer was ready for collecting and I phoned the driver of our company and asked him to fetch it.  He refused, claiming that he had other work to do and that he just didn’t have the time for this.  Then I overheard him say to another colleague that I was trying to con him into doing this work, and that he was the #1 conman and no one can talk him into doing anything.  I felt insulted by his remarks since I’m a very honest and straightforward man.  I was following up on the matter just as my boss asked me to and I never boss anyone around.  When I confronted him he told me not to worry and said he will fetch the printer today, but he did not!!

So, I phoned my boss and asked him who was supposed to fetch the printer and he said that this guy was supposed to fetch it.  When I told my boss to phone him directly and ask him to fetch it, he replied that he would fetch it upon his return from his trip.  Now why did he do that and not ask that guy to fetch it like he was supposed to?  We all have work to do and no one should have preferential treatment, right?  What should I do?  How should I act with both this hypocrite colleague and with my boss?  What about future assignments by my boss?  Am I supposed to be a ball in their hands?  Hopefully looking forward to your reply.

-Sad employee

Dear Sad employee:

I understand your frustrations over this incident.  It sounds like your boss was hoping that he could rely on you to take the initiative and do whatever needed to be done so the printer got its maintenance.  When your colleague, the driver, would not do his part, it would have been better if you took the printer where it needed to go.  If it is not too late, I suggest that you do that before your boss returns from his trip.  But if he is already back in town and handled the matter, have a one-on-one with him.  Calmly and respectfully tell him that you never meant for him to do the job when you told him about your colleague’s behavior, and that you realize that you should have just handled the matter on your own.

Good luck!

Dear Roze:

I worked at a hospital for 21 years when this manager came on board and decided he didn’t like me and he didn’t even know me.  But the fact is he worked with the Director years ago and they teamed up and started writing me up.  They picked at me for no apparent reason, in fact they tried to break me by having me bow down to them, which I would not do because I knew that God was going to take care of my needs.  I knew that I didn’t have to put up with that mess at work in order to survive.  As time went on I knew he was sent my way to get me to move on to bigger and better things.  A better opportunity came along, which I don’t believe I would have had the chance to engage in had I still been there in that dead end job.  The position I had was in food service, which was an eye-opener for me as to how they operate.  The public should be aware of how unsanitary it is – how it's just all about the money, not the quality of the service for the employees or the patients.  It’s sad to know that there are sick people who have to rely on the bad service they provide.  Sad to say that the CEO has no concern for the complaints he has received.  He doesn’t address them, so you must rely on God to be with you at all times in the work place and everywhere.  A job is just a job and not your life, but some management seem to think it is your life, and if you follow that thinking, they will have total control of you.  Let God have total control of your life and not the people on the job.  Let go and let God.  Any feedback?

God’s child in Austin

Dear God’s child in Austin:

I respect your strong faith in God.  I am so happy that you were able to secure a more rewarding job.  I believe that your abilities, in addition to your faith in God, helped you accomplish that.  It is important for one to do what he/she can do to help him/herself.  “God helps those who help themselves.” 

Best of luck in your new position!

Dear Roze:

My organization is in the process of working on a HUGE project, and I’m one of the main coordinators for it.  I feel like I can never catch up with all that needs to be done before our big debut, which is in mid-June.  I have to admit that I’m not the best when it comes to delegating, but I’m really trying with this project because there’s just way too much to be done in a short period of time.  One of my colleagues who is helping me with all of this regularly comes to work late by one to two hours.  Nothing has ever been said or done about it and I’m not real sure why, but it became an issue for me when I really needed her recently.  I explained to her that I needed her to come in at 10:00 AM, which is early for her, to discuss with me what she had been working on for me.  I also told her that I had another meeting at 11:00 AM that couldn’t be changed and that after that I would be leaving town.  Well, wouldn’t you know it?  She didn’t get into work until a few minutes before 11.  I was livid and she knew it.  She apologized and said she had a problem with her alarm, but I didn’t respond to what she said.  I wanted her to know that I was ticked.  Why didn’t she call once she realized she was going to be late?  She caused me to be three hours behind schedule that day.  I don’t ask for a lot, but I’m in crunch-time mode now and she needs to hold up her end.  Even though her regular tardiness bothers me, I don’t say or do anything about it because she doesn’t report to me nor has it affected my work.  But now it really matters.  We both report to the executive director of our organization.  Should I say something to him about her?

-Time is of the essence

Dear Time is of the essence:

I suggest that you have a firm talk with your colleague.  Even though you believe that she was well aware that you were disappointed in her that particular day, you need to articulate your disappointment in her conduct and explain that you expect her to be more reliable from here on out.  If there is another incident after you have this frank discussion with her, ask the executive director to address the matter.  Stick to the facts; do not make it personal.  Be sure that he knows that you tried to remedy the problem on your own.

Good luck!