I actually have an update to this situation right now! I appreciated so much of the advice in the comments, as well as yours. I didn’t get much into everything I had done with Sally since my question was really about Susie, but it really did sound like I was blowing off Susie without that additional context!
Susie and Sally have separate offices with doors on a large campus. Most of Susie’s work happens on her computer, except for an occasional client meeting (once a week or so, which are not random and always scheduled in advance). Susie’s office is pristine. She has been offered the chance to switch offices to be away from Sally, and we are all permitted to work from home up to three times a week. Susie has refused both options. The nature of Sally’s work is only possible at that office so she is unable to transfer (the tools she needs are only available there).
I do work from their office at minimum two times a week to keep an eye on the situation. Truly, I do not understand how the mess grows so large so quickly … it’s impressive and baffling. We work in a creative field, so this isn’t just typical paperwork and office supplies, but paints, tools, etc. I supervise a team of seven, and much of my direct responsibilities need to happen in my office. Between managing the other five people on the team and my own projects, babysitting the mess with Sally is adding quite a bit to my workload. And yes, per my boss, I do drop what I am doing to drive to the other office to clean if needed. The messes are frequent, but I want to make it clear that Susie will still call me crying over a mess that has already been cleaned. The mess could occur and be cleaned up on a Monday, and Susie is still calling me crying about it on a Friday.
Along with a load of coaching, feedback, and less formal conversations, Sally has also been written up three times and is now on a PIP. This is the process in my company. My hands were tied by HR, who for some reason have a soft spot for Sally. I am a middle manager and had to go through my supervisor and HR — I don’t actually have the authority to fire anyone. The process was in place, I just had no idea how to professionally convey this information to Susie.
I also want to add, Susie is continuously exceeding her goals and has been given a raise recently. Other than her mess, Sally also produces excellent work.
Susie and Sally are actually quite good friends and hang out a lot outside of work. Susie recently had a baby and Sally threw a shower. I think that plays into this — Susie is not being completely honest with Sally on how this makes her feel, while also feeling obligated as a friend to help. I’m honestly surprised Sally never shared about the write-ups with Susie because they do seem to discuss everything.
Anyway, for the update! Per our company’s policy, Sally was placed on the PIP, which she responded to well. She knew it was coming and has, so far, appreciated the clear direction. Unfortunately, she is dealing with a mental health crisis at the moment, and the problem with the messes really increased after a traumatic event in her life this winter. She is working with a doctor to address this issue at home with her family too, and is going to be looking into some extended time off. We’re working with our HR department to put some formal accommodations in place. She does produce excellent work and is a client favorite. I always wanted to see her succeed!
As for Susie, she did actually catch on that my boss and I were actively addressing the situation with Sally because another coworker pointed it out (“don’t you notice that she has twice as many meetings with Sally as anyone else, and she comes out here multiple times a week, and continuously has HR check-ins on her calendar?”) I’m a little grateful that other team member pointed out what I was trying to allude to.
Now that Sally has been more up-front about her personal situation, Susie has apologized to both Sally and I for responding with such anger. She and I have developed a system where she sends me a message on Teams that says “please come to our office today” if a mess needs to be addressed. She, thankfully, is starting to stop cleaning up after Sally and letting me know before it gets too bad so I can assist Sally with getting it cleaned up herself.
Another great update — my boss voiced to me that she made a mistake by not escalating this to HR faster, and she has made a plan to spend more time at Sally’s office to help her address the ongoing mess.
I appreciate the advice from you and read your site often! Thank you for what you do!
