Photo by Shazmyn Ali on Unsplash
The art of getting your Out of Office person
Let’s face it, you managed groups, and your reports will take a week eventually off. Hence, in that very moment you get the time off request, you ask who will be the OOO person who will cover the duties during their absence, and here is when doubtful answers appear; like, don’t worry, I will be connected.
Okay, I do like my team takes time off because not only is it needed for the physical and mental point of view but mostly because they deserve it. My team members work hard, and yes, who wouldn’t like to get rewarding time off to spend with your family, friends, or whatever you want to do; but time that they are going to be off
When I get back the don’t worry, I will be connected or I will check emails I become emotional. It turns out that not only the final goal is not going to be met, which is resting, but there is a hidden one which is prepping your team for a step up that also is not going to complete.
I like training my team, providing them exposition, and I found that my time off is an excellent opportunity to make them step up, at least for a week, to have a broader vision of what is going on. I also used to do alike a round-robin OOO token, where I am changing the person who will cover my back every time I leave, so they all have the opportunity. But the most significant learning here is that I request firmly they start identifying their second management layer and empower, expose, and give room to start doing new stuff they are probably dying to do. Even better, it becomes sometimes a myth-buster where they believe tasks are impossible or don’t know what they are, and they get a new reality.
Leading your team to empower, expose, and guide their second management layer is vital for the group’s growth; it will get people ready to get new endeavors and challenges. Simple initiatives like the Out of Office can trigger and develop the desired behavior. Of course, it will not be enough, but it is a friendly tool I like to use.
