I have a coworker whom I work especially closely with, not by my choosing. Professionally he is obnoxious, always waiting until the last minute to complete parts of the document that are required for me to do my part and terrible at staying on track during meetings. These are things I can handle. I can speak with him about these things.
Where I struggle is that his bathroom habits are disgusting. I have entered one of the school’s four adult restrooms immediately after him multiple times to find a toilet seat covered in urine and a toilet full of frothy pee. As someone who sits on a toilet to use it, this is unacceptable.
This is unprofessional, since this is a shared space, but it doesn’t necessarily rise to the level of bringing it up to my supervisor. What should I do? — ANONYMOUS
A: Disgusting. (Your use of the word “frothy” really sent me over the edge.) I agree that this is unacceptable.
And universal: though the subject makes for a provocative advice column question, I’ll bet most of those reading this have had to deal with a coworker – known or unknown – with disgusting bathroom habits. And it can feel purposeful sometimes.
It feels that way to me, at least. Which brings me to this: I wonder if part of the issue here is that your colleague is passive-aggressively doing this deliberately. Does he seem displeased with his work? Is he hostile in other ways? You don’t seem to feel any hesitation about discussing your challenges with him professionally; I wonder whether it might be worth having a bigger, 30,000-foot discussion with him about whether he’s even happy in his job.
I agree that your colleague’s behaviour doesn’t necessarily rise to the level of making an intervention from a supervisor necessary, but I also don’t think you should be expected to grin and bear it. Here’s my advice: design and print four signs and tape each sign on the outside of the door of each of the four restrooms, or on the wall next to the toilet, where everyone can see them.
The signs should state plainly and succinctly that people who use the restroom are expected to clean up after themselves, which means flushing the toilet and wiping away bodily fluids so that surfaces are clean for other people.
See if that helps. You shouldn’t have to deal with a filthy work environment. And if your supervisor baulks at saying something to the staff? You might have to take matters into your own hands (again) and send an email to your colleagues, explaining the situation and asking for their help in remedying it. At this point, you’re still not singling him out. But if THAT doesn’t work? Say something directly to the colleague. I’d do it in writing, not so much because you need to create a paper trail, but because the potential for your coworker feeling embarrassed is lessened with the distance offered by avoiding a face-to-face.
I encourage you to address this and not keep quiet.
Too old for a job?
Q: I own a small business and have a remote bookkeeper who works for me part-time. She began working for me in person more than a decade ago and after several years switched to working remote. She’s now likely in her mid-to-late 70s. I haven’t seen her in person since before Covid, and she lives a couple of hours away, so an in-person meeting isn’t particularly convenient for either of us. All of our correspondence is via email.
In the past year or so, the quality of her work has slipped, and she’s begun to make small, consistent mistakes. I’m concerned that she is no longer mentally sharp enough to continue as a bookkeeper, and I’m not sure how to proceed, as this feels like a major accusation. I don’t feel that the mistakes warrant her being fired, but the quantity of mistakes is increasing. When I point out the mistakes, I don’t get much explanation, just an “oops”, which is becoming very frustrating. It feels inappropriate to come out and say that I think it’s time for her to retire.
Any advice for dealing with an elderly, remote employee is greatly appreciated. — ANONYMOUS
A: You shouldn’t tell her to retire, and I’m not sure it’s time for you to fire her, either, but I’m not sure there’s any other way to interpret the situation other than that her cognitive abilities appear to be slipping. Whether that’s because of age or health matters, or other distractions in her life, the result is the same: she’s messing up.
You should address her increasing propensity for mistakes directly and as part of a targeted conversation. Share your concerns about the volume of her mistakes and make it clear that they are unacceptable, as they can cost you money.
Set up a video call. It will be a lot more intimate than email or phone.
It’s very possible that your employee is well aware of, and embarrassed by, her mistakes. Offer her the benefit of the doubt by having an honest conversation about your concerns. She’s been working for you for a long time. See what she says and go from there.
This article originally appeared in The New York Times.
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