No Response……No Communication

 My Team Family Disconnect……Hello ?! “Did you receive the email?”  

In an email to the Manager, the Supervisor outlined instructions on how to resolve a conflict with an employee and suggested that the Manager confirm with the team leader for the correct form to complete the report. The Manager forwarded the email directly to the team leader and asked the team leader to please respond accordingly. Manager also mentioned to the team leader that he would be meeting with the employee later that day.

After about 2 hours of not hearing from the team leader, the Manager  approached the team leader and asked did she receive the email. Yes I did, she responded,  but  in the email the Supervisor did not give me enough information as to whether this happened or that happened to determine which form would be appropriate.

(At this point, the Manager wondered why didn’t the team leader ask for more information in order to respond appropriately?.However the supervisor said nothing but simply listened to what the team leader had to say and then move forward making a decision in order to meet with employee)

Issues that were created by the team leader’s failure to communicate: A Manager lost time which could have been used in preparing for the meeting with employee. The Manager felt frustrated because the team leader did not inquire about additional information needed in order to respond. The team leader seems to have no concern about the impact of the lack of response on the Manager or the employee. When the team leader was asked why did she not respond to the email asking for additional information, she could offer no reason.

How can the supervisor avoid and prevent another occurrence of this kind of situation in the office? The team leader does not take initiative to bring a matter to completion and therefore needs micromanaging. This supervisor now can delegate that responsibility of micromanaging this team leader to someone else or invest the time that it takes to explain to the team leader why her failure to communicate exasperated the problem rather than added to a peaceful resolve. Subsequently, the team leader then should be given another opportunity to respond. If that team leader responds similarly in future occurrences then more likely than not that team leader will never be promoted to a higher position. These are the kinds of situations that Supervisors  often face when having to promote those who have been on the job for years  and those who have been recently hired. The goal of the email was to resolve the conflict with the employee, not the FORM.