I have two Managers, or two people, giving me instructions or work- help!

Indeed help is right. What is wrong with this management style? We often come across this mainly in the public and voluntary sectors. This poor management is the highest risk factor for uncontrollable and excessive workload, in itself the main reason for adverse workplace stress. Breaching 2 of the HSE Stress Management standards, the other is role conflict, continued......

The employee is faced with growing workload that often is too much, and a conflict of role and loyalty to two different people. ‘What do I do first and for whom? ‘Which target do I meet because I cannot do both in the time requested,’ ‘I cannot cope.’ We hear these questions, and statement, from many anxious employees. Usually neither Manager is aware of what the other one is doing or how much work they are giving. Tell the employee to inform the other Manager is often suggested. Wrong!

Why? Most employees are a) too proud to say if they cannot cope and b) do not wish to be disloyal and or show favouritism to one Manager-hence the feelings of conflict. What is the solution? Ideally only have one person giving the work. Apart from this good practice, if it is absolutely essential to have 2 then Managers should meet together with the employee who can then mutually agree the workload.

It is essential that the employee is placed in the position that he or she can say a) if the work is going to be too much and  b) the employee can report to both and say the work is too much or target finishing dates  need to be changed. When the regular review, agreed by mutual consent, takes place all 3 should be present.

For further information on relevant management and organisational training contact Peter Christison.