Requiring your workers to work time that they weren't scheduled to work or weren't contracted to work, while sometimes legal, isn't necessarily fair or the right thing to do. Even if the business has needs for additional coverage or is experiencing an emergency period of high load and you did need your workers to work an additional day… it would be best to—no, anyone in their right mind would—approach the subject delicately, respectfully, and tactfully.
Coming out and declaring to your workers that they should "Kiss their weekend hiking trips goodbye" or anything of that nature would be downright inadvisable… Especially when that comment is intended as a reference to personal information that was shared far earlier in the working relationship.
This manager found themselves in a situation exactly as described above when they were approached by their supervisor advising them that they and their team would be working six days a week going forward. Of course, they were worried about their staff, and they predicted that there would be a hemorrhaging of staffing levels when their workers began leaving due to what they were experiencing from the organization. This, of course, would push even higher workloads onto the remaining team, resulting in a feedback loop that would cripple their team and the organization.
The manager shared their experience with this popular online workplace community, telling of the conversation they had with their supervisor and discussing how disillusioned and worried they were about both the directive and the attitude of the management above them.
See selected screenshots of their original post below, along with the discussion with readers that followed.
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