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Do I tell another manager that one of their team members was doing work he should not? [closed]
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I am manager of team A. Before I became manager Steve (not his real name) belonged to team A and enjoyed the work.
Steve was moved to team B. He dislikes the work performed by team B.
Last week I discovered that, without discussing the matter with anyone, Steve was continuing to perform tasks for my team. He is friends with many people in the organisation, he did excellent work when on my team, and after moving he fostered connections rather than sever them.
I severed them.
But what I've not done is tell his manager that this occurred. It's not my job to point out to Steve's manager that they are failing to manage Steve effectively. To put it another way, if my team B colleague didn't work out over a period of weeks that Steve wasn't doing his job that's not my business.
Or is it.
Should I tell the other manager what happened?
Edit: I missed a crucial detail. His team - even with him added to it - remains severely under-resourced which is causing significant pain for stakeholders.
management team
asked Nov 21 '15 at 2:00
gef05
1506
closed as off-topic by Stephan Branczyk, Dawny33, gnat, The Wandering Dev Manager, Jim G. Nov 22 '15 at 13:41
This question appears to be off-topic. The users who voted to close gave this specific reason:
- "Questions asking for advice on what to do are not practical answerable questions (e.g. "what job should I take?", or "what skills should I learn?"). Questions should get answers explaining why and how to make a decision, not advice on what to do. For more information, click here." – gnat, The Wandering Dev Manager, Jim G.
suggest improvements |Â
up vote
1
down vote
favorite
I am manager of team A. Before I became manager Steve (not his real name) belonged to team A and enjoyed the work.
Steve was moved to team B. He dislikes the work performed by team B.
Last week I discovered that, without discussing the matter with anyone, Steve was continuing to perform tasks for my team. He is friends with many people in the organisation, he did excellent work when on my team, and after moving he fostered connections rather than sever them.
I severed them.
But what I've not done is tell his manager that this occurred. It's not my job to point out to Steve's manager that they are failing to manage Steve effectively. To put it another way, if my team B colleague didn't work out over a period of weeks that Steve wasn't doing his job that's not my business.
Or is it.
Should I tell the other manager what happened?
Edit: I missed a crucial detail. His team - even with him added to it - remains severely under-resourced which is causing significant pain for stakeholders.
management team
asked Nov 21 '15 at 2:00
gef05
1506
closed as off-topic by Stephan Branczyk, Dawny33, gnat, The Wandering Dev Manager, Jim G. Nov 22 '15 at 13:41
This question appears to be off-topic. The users who voted to close gave this specific reason:
- "Questions asking for advice on what to do are not practical answerable questions (e.g. "what job should I take?", or "what skills should I learn?"). Questions should get answers explaining why and how to make a decision, not advice on what to do. For more information, click here." – gnat, The Wandering Dev Manager, Jim G.
2
If the situation were reversed, would you want another manager to let you know about the behavior of one of your people? If your company has a time tracking system, is Steve mis-charging his time in order to conceal his work for his old team? If so, that compounds the problem.
– Kent A.
Nov 21 '15 at 13:06
suggest improvements |Â
up vote
1
down vote
favorite
up vote
1
down vote
favorite
I am manager of team A. Before I became manager Steve (not his real name) belonged to team A and enjoyed the work.
Steve was moved to team B. He dislikes the work performed by team B.
Last week I discovered that, without discussing the matter with anyone, Steve was continuing to perform tasks for my team. He is friends with many people in the organisation, he did excellent work when on my team, and after moving he fostered connections rather than sever them.
I severed them.
But what I've not done is tell his manager that this occurred. It's not my job to point out to Steve's manager that they are failing to manage Steve effectively. To put it another way, if my team B colleague didn't work out over a period of weeks that Steve wasn't doing his job that's not my business.
Or is it.
Should I tell the other manager what happened?
Edit: I missed a crucial detail. His team - even with him added to it - remains severely under-resourced which is causing significant pain for stakeholders.
management team
asked Nov 21 '15 at 2:00
gef05
1506
I am manager of team A. Before I became manager Steve (not his real name) belonged to team A and enjoyed the work.
Steve was moved to team B. He dislikes the work performed by team B.
Last week I discovered that, without discussing the matter with anyone, Steve was continuing to perform tasks for my team. He is friends with many people in the organisation, he did excellent work when on my team, and after moving he fostered connections rather than sever them.
I severed them.
But what I've not done is tell his manager that this occurred. It's not my job to point out to Steve's manager that they are failing to manage Steve effectively. To put it another way, if my team B colleague didn't work out over a period of weeks that Steve wasn't doing his job that's not my business.
Or is it.
Should I tell the other manager what happened?
Edit: I missed a crucial detail. His team - even with him added to it - remains severely under-resourced which is causing significant pain for stakeholders.
management team
asked Nov 21 '15 at 2:00
gef05
1506
edited Nov 21 '15 at 22:23
asked Nov 21 '15 at 2:00
gef05
1506
asked Nov 21 '15 at 2:00
gef05
1506
asked Nov 21 '15 at 2:00
gef05
1506
1506
closed as off-topic by Stephan Branczyk, Dawny33, gnat, The Wandering Dev Manager, Jim G. Nov 22 '15 at 13:41
This question appears to be off-topic. The users who voted to close gave this specific reason:
- "Questions asking for advice on what to do are not practical answerable questions (e.g. "what job should I take?", or "what skills should I learn?"). Questions should get answers explaining why and how to make a decision, not advice on what to do. For more information, click here." – gnat, The Wandering Dev Manager, Jim G.
closed as off-topic by Stephan Branczyk, Dawny33, gnat, The Wandering Dev Manager, Jim G. Nov 22 '15 at 13:41
This question appears to be off-topic. The users who voted to close gave this specific reason:
- "Questions asking for advice on what to do are not practical answerable questions (e.g. "what job should I take?", or "what skills should I learn?"). Questions should get answers explaining why and how to make a decision, not advice on what to do. For more information, click here." – gnat, The Wandering Dev Manager, Jim G.
2
If the situation were reversed, would you want another manager to let you know about the behavior of one of your people? If your company has a time tracking system, is Steve mis-charging his time in order to conceal his work for his old team? If so, that compounds the problem.
– Kent A.
Nov 21 '15 at 13:06
suggest improvements |Â
2
If the situation were reversed, would you want another manager to let you know about the behavior of one of your people? If your company has a time tracking system, is Steve mis-charging his time in order to conceal his work for his old team? If so, that compounds the problem.
– Kent A.
Nov 21 '15 at 13:06
2
2
If the situation were reversed, would you want another manager to let you know about the behavior of one of your people? If your company has a time tracking system, is Steve mis-charging his time in order to conceal his work for his old team? If so, that compounds the problem.
– Kent A.
Nov 21 '15 at 13:06
If the situation were reversed, would you want another manager to let you know about the behavior of one of your people? If your company has a time tracking system, is Steve mis-charging his time in order to conceal his work for his old team? If so, that compounds the problem.
– Kent A.
Nov 21 '15 at 13:06
suggest improvements |Â
3 Answers
3
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up vote
5
down vote
I do think you should have a discussion with Steve's new boss.
However it should be a positive one - very positive.
Steve did great work for you and is probably still doing work for your team because he feels comfortable doing it and I am guessing he does not have critical things (or maybe anything) to do with team B yet.
Think about your company before you think about Steve doing right or wrong. He probably has good intentions. If he is doing work for your team that is still benefiting your company (and your team) then there is really no harm being done - just a little misalignment.
My conversations with his new manager would be first thanking him for letting Steve finish up some tasks for your group after he moved. And then let him know that Steve did a great job. If you are concerned that Steve will bother your team you can hint that Steve still spends a lot of time with old teammates but walk the line of being too nice about Steve.
I have managed tech teams for years. I have had a Steve 2-3 times. I love Steves! Do not get Steve in trouble or you are just evil.
answered Nov 21 '15 at 6:29
blankip
19.9k74781
suggest improvements |Â
up vote
3
down vote
Without understanding how you "severed" Steve's ties with Team A I would first recommend talking with Steve about why he's doing work for your team. Perhaps their is a gap or issue within Team A that Steve is addressing by performing excellent work for his former friends/colleagues.
I'd first make sure Team A is stable before managing Team B. If Steve is completing his Team B work then I'm not sure there is a large upside for you alerting his manager unless there is a time-card/pay issue involved.
answered Nov 21 '15 at 2:31
Alex Foucre Stimes
311
suggest improvements |Â
up vote
-1
down vote
Should I tell the other manager what happened?
It is Steve's job to express his interests and problems to his manager. You, talking on behalf of him to his manager would be considered unsolicited.
It's not my job to point out to Steve's manager that they are failing
to manage Steve effectively.
Exactly, you've just answered your question there.
However, as you seem to care for Steve personally, you can suggest Steve to talk to his manager about his problems and the reasons behind them.
answered Nov 21 '15 at 4:01
Dawny33
12.2k34563
suggest improvements |Â
3 Answers
3
active
oldest
votes
3 Answers
3
active
oldest
votes
active
oldest
votes
active
oldest
votes
up vote
5
down vote
I do think you should have a discussion with Steve's new boss.
However it should be a positive one - very positive.
Steve did great work for you and is probably still doing work for your team because he feels comfortable doing it and I am guessing he does not have critical things (or maybe anything) to do with team B yet.
Think about your company before you think about Steve doing right or wrong. He probably has good intentions. If he is doing work for your team that is still benefiting your company (and your team) then there is really no harm being done - just a little misalignment.
My conversations with his new manager would be first thanking him for letting Steve finish up some tasks for your group after he moved. And then let him know that Steve did a great job. If you are concerned that Steve will bother your team you can hint that Steve still spends a lot of time with old teammates but walk the line of being too nice about Steve.
I have managed tech teams for years. I have had a Steve 2-3 times. I love Steves! Do not get Steve in trouble or you are just evil.
answered Nov 21 '15 at 6:29
blankip
19.9k74781
suggest improvements |Â
up vote
5
down vote
I do think you should have a discussion with Steve's new boss.
However it should be a positive one - very positive.
Steve did great work for you and is probably still doing work for your team because he feels comfortable doing it and I am guessing he does not have critical things (or maybe anything) to do with team B yet.
Think about your company before you think about Steve doing right or wrong. He probably has good intentions. If he is doing work for your team that is still benefiting your company (and your team) then there is really no harm being done - just a little misalignment.
My conversations with his new manager would be first thanking him for letting Steve finish up some tasks for your group after he moved. And then let him know that Steve did a great job. If you are concerned that Steve will bother your team you can hint that Steve still spends a lot of time with old teammates but walk the line of being too nice about Steve.
I have managed tech teams for years. I have had a Steve 2-3 times. I love Steves! Do not get Steve in trouble or you are just evil.
answered Nov 21 '15 at 6:29
blankip
19.9k74781
suggest improvements |Â
up vote
5
down vote
up vote
5
down vote
I do think you should have a discussion with Steve's new boss.
However it should be a positive one - very positive.
Steve did great work for you and is probably still doing work for your team because he feels comfortable doing it and I am guessing he does not have critical things (or maybe anything) to do with team B yet.
Think about your company before you think about Steve doing right or wrong. He probably has good intentions. If he is doing work for your team that is still benefiting your company (and your team) then there is really no harm being done - just a little misalignment.
My conversations with his new manager would be first thanking him for letting Steve finish up some tasks for your group after he moved. And then let him know that Steve did a great job. If you are concerned that Steve will bother your team you can hint that Steve still spends a lot of time with old teammates but walk the line of being too nice about Steve.
I have managed tech teams for years. I have had a Steve 2-3 times. I love Steves! Do not get Steve in trouble or you are just evil.
answered Nov 21 '15 at 6:29
blankip
19.9k74781
I do think you should have a discussion with Steve's new boss.
However it should be a positive one - very positive.
Steve did great work for you and is probably still doing work for your team because he feels comfortable doing it and I am guessing he does not have critical things (or maybe anything) to do with team B yet.
Think about your company before you think about Steve doing right or wrong. He probably has good intentions. If he is doing work for your team that is still benefiting your company (and your team) then there is really no harm being done - just a little misalignment.
My conversations with his new manager would be first thanking him for letting Steve finish up some tasks for your group after he moved. And then let him know that Steve did a great job. If you are concerned that Steve will bother your team you can hint that Steve still spends a lot of time with old teammates but walk the line of being too nice about Steve.
I have managed tech teams for years. I have had a Steve 2-3 times. I love Steves! Do not get Steve in trouble or you are just evil.
answered Nov 21 '15 at 6:29
blankip
19.9k74781
answered Nov 21 '15 at 6:29
blankip
19.9k74781
answered Nov 21 '15 at 6:29
blankip
19.9k74781
answered Nov 21 '15 at 6:29
blankip
19.9k74781
19.9k74781
suggest improvements |Â
suggest improvements |Â
up vote
3
down vote
Without understanding how you "severed" Steve's ties with Team A I would first recommend talking with Steve about why he's doing work for your team. Perhaps their is a gap or issue within Team A that Steve is addressing by performing excellent work for his former friends/colleagues.
I'd first make sure Team A is stable before managing Team B. If Steve is completing his Team B work then I'm not sure there is a large upside for you alerting his manager unless there is a time-card/pay issue involved.
answered Nov 21 '15 at 2:31
Alex Foucre Stimes
311
suggest improvements |Â
up vote
3
down vote
Without understanding how you "severed" Steve's ties with Team A I would first recommend talking with Steve about why he's doing work for your team. Perhaps their is a gap or issue within Team A that Steve is addressing by performing excellent work for his former friends/colleagues.
I'd first make sure Team A is stable before managing Team B. If Steve is completing his Team B work then I'm not sure there is a large upside for you alerting his manager unless there is a time-card/pay issue involved.
answered Nov 21 '15 at 2:31
Alex Foucre Stimes
311
suggest improvements |Â
up vote
3
down vote
up vote
3
down vote
Without understanding how you "severed" Steve's ties with Team A I would first recommend talking with Steve about why he's doing work for your team. Perhaps their is a gap or issue within Team A that Steve is addressing by performing excellent work for his former friends/colleagues.
I'd first make sure Team A is stable before managing Team B. If Steve is completing his Team B work then I'm not sure there is a large upside for you alerting his manager unless there is a time-card/pay issue involved.
answered Nov 21 '15 at 2:31
Alex Foucre Stimes
311
Without understanding how you "severed" Steve's ties with Team A I would first recommend talking with Steve about why he's doing work for your team. Perhaps their is a gap or issue within Team A that Steve is addressing by performing excellent work for his former friends/colleagues.
I'd first make sure Team A is stable before managing Team B. If Steve is completing his Team B work then I'm not sure there is a large upside for you alerting his manager unless there is a time-card/pay issue involved.
answered Nov 21 '15 at 2:31
Alex Foucre Stimes
311
answered Nov 21 '15 at 2:31
Alex Foucre Stimes
311
answered Nov 21 '15 at 2:31
Alex Foucre Stimes
311
answered Nov 21 '15 at 2:31
Alex Foucre Stimes
311
311
suggest improvements |Â
suggest improvements |Â
up vote
-1
down vote
Should I tell the other manager what happened?
It is Steve's job to express his interests and problems to his manager. You, talking on behalf of him to his manager would be considered unsolicited.
It's not my job to point out to Steve's manager that they are failing
to manage Steve effectively.
Exactly, you've just answered your question there.
However, as you seem to care for Steve personally, you can suggest Steve to talk to his manager about his problems and the reasons behind them.
answered Nov 21 '15 at 4:01
Dawny33
12.2k34563
suggest improvements |Â
up vote
-1
down vote
Should I tell the other manager what happened?
It is Steve's job to express his interests and problems to his manager. You, talking on behalf of him to his manager would be considered unsolicited.
It's not my job to point out to Steve's manager that they are failing
to manage Steve effectively.
Exactly, you've just answered your question there.
However, as you seem to care for Steve personally, you can suggest Steve to talk to his manager about his problems and the reasons behind them.
answered Nov 21 '15 at 4:01
Dawny33
12.2k34563
suggest improvements |Â
up vote
-1
down vote
up vote
-1
down vote
Should I tell the other manager what happened?
It is Steve's job to express his interests and problems to his manager. You, talking on behalf of him to his manager would be considered unsolicited.
It's not my job to point out to Steve's manager that they are failing
to manage Steve effectively.
Exactly, you've just answered your question there.
However, as you seem to care for Steve personally, you can suggest Steve to talk to his manager about his problems and the reasons behind them.
answered Nov 21 '15 at 4:01
Dawny33
12.2k34563
Should I tell the other manager what happened?
It is Steve's job to express his interests and problems to his manager. You, talking on behalf of him to his manager would be considered unsolicited.
It's not my job to point out to Steve's manager that they are failing
to manage Steve effectively.
Exactly, you've just answered your question there.
However, as you seem to care for Steve personally, you can suggest Steve to talk to his manager about his problems and the reasons behind them.
answered Nov 21 '15 at 4:01
Dawny33
12.2k34563
answered Nov 21 '15 at 4:01
Dawny33
12.2k34563
answered Nov 21 '15 at 4:01
Dawny33
12.2k34563
answered Nov 21 '15 at 4:01
Dawny33
12.2k34563
12.2k34563
suggest improvements |Â
suggest improvements |Â
2
If the situation were reversed, would you want another manager to let you know about the behavior of one of your people? If your company has a time tracking system, is Steve mis-charging his time in order to conceal his work for his old team? If so, that compounds the problem.
– Kent A.
Nov 21 '15 at 13:06