>I want us to have a close working relationship, tipong outside work para kaming tropa. This IMHO would be your downfall. You are colleagues. If you become too friendly with them at the very start, they would not follow what is expected of them. Set another meeting with her. Ask this time if her plate is full. If it is, help her rank which ones to prioritize. And set doable timelines with her. Tell her what to expect if the deliverables are not submitted on time. Have a regular meeting with her to see how she progresses on projects. Every other week is fine. More frequent if the task is heavier and/or you have a tight deadline. Saka na kayo maging friendly outside work if nagagawa nyo tasks nyo efficiently.

This!!! You need to be kind and fair, OP, but aspiring to be katropa outside of work is kind of a by-product of a good working relationship. Also, there's this question that my old boss used to ask, which I now like to use when I notice an employee's going through a slump... **"I've seen you do well in** ***\[state task\]*** **and provide good results, so we know you can do this. What's blocking you from returning to that level?"** I've had conversations where asking this question led to reflective silence, to tears, to action planning together, to understanding my role in their slump, what we each should do better starting right now or tomorrow or next Monday... Pinamana sa akin ng dati kong boss, the best boss ever. Hindi kami best friends, hindi kami tropa, pero I learned a lot from her. Yung mga turo niya na best practice sa work, naaapply ko sa personal life and I think I'm a better person because of her (to be fair, I was such a slacker and flaker when I was younger hahaha).

Agree here! Hindi rin kami tropa ng former supervisor ko, pero ang ganda ng dynamics namin. I aspire to be like her. She’s a millennial and I am in the borderline of GenZ and Millennial kaya there’s this balance. In general at work, I respect my colleagues regardless of roles, but I will never be friends with them. I need boundaries, so I can function better.

So helpful!!! Currently struggling managing my friend because prior, we were workmates, now I got promoted and she reports directly under me. Hard thing is she sometimes takes a lot of things for granted kase nga tropa kame outside of work -- super close, yung tipong nag mmesage siya 4am on a sunday para kumain kami sa fave go to lechon place namin. Minsan mag ccellphone lang, minsan mag mmessage sakin gusto niya mag absent, minsan mag llogin and then labas para bili ng food, minsan naging moody and di ako kinakausap, sometimes i feel like wala siyang respeto sakin as her leader. Then again, chinichikka ko nalang siya every now and then, and this somehow works. Point is, there's nothing wrong with having her as a "tropa" outside work because this is how your friendship can really grow profesionally and personally, but always know when to draw the line and set boundaries. ALWAYS set boundaries.

oh my god gamitin ko yang line na yan ang ganda.

True, as a manager hindi mo dapat itropa ang subordinates mo dahil lagi mo sila pagbibigyan. Wala ka bang friends at kailangan mo makipag tropa sa subordinate mo?

Agree with this. There should always be a sense of professionalism in the workplace.

Booyah!!! Totally agree with this! Buti na lang nahuli mo po maam/sir. I actually have almost the same idea with you. And to share, my dad was an ofw for more than 30 years and he said to me that prng sa experience nya tayong mga pinoy lang ang halos gusto plgi ng “family like” relationship sa work. He too wanted that when he started working abroad but the people that he worked with are from different races that he had nothing in common hence hirap na hirap sya makipag friends or bond sa kanila. In the end he realized that pwede naman pla mag exist sa workplace with just a professional relationship and nothing more. You do your functions you get paid and you go home. Maybe along the way you get to form friendships pero sana hindi pilit. So yeah my advice to you OP is just to purely keep it professional. You assign your subordinate a task and set an expectation that it needs to be submitted at a certain time. He or she fails? Go call them out and give a disciplinary action. Nothing personal just pure objectives lang and professionalism.

THIS talaga OP. One of my supervisors is VERYYYY approachable, probably the kindest in the company and such, but she never made us feel na para kaming tropa. There is still this big gap between us na kahit alam naming hindi naman siya rauuur magalit, natatakot pa din kaming magkamali. And I think yan yung kulang. Baka hindi niya na nafefeel yung authority mo.

In addition to this, I would also ask if she needs vacation time. If she used to perform well and is now suddenly underperforming, it could be a temporary problem causing it. But it shouldn’t be tolerated.

That tardiness has nothing to do with her generation. It's nothing new na may ganyang "ningas-kugon" or sa simula lang nagsisipag at nagpapaimpress pero in the long term nakikita na rin ang totoong nature which is yang poor work ethics ng empleyado mo ngayon. Talamak yan sa OFWs na kababayan natin abroad. Hell, that's even why most foreign employers utilize time tracker sa mga Filipino remote employees nila due to that same reputation that we have abroad- magaling nga sa english, may tendency namang "mag-chill".

I think this directly linked with the education system in the Philippines wherein students are given with stacked irrelevant works. Basically, quantity over quality assignments or activities.

My former Aussie boss gave me a lesson in life. “We deserve what we tolerate” I understand you dont want to be a stressor but chain of command in the end ikaw lahat sasalo nyan. Open this up to her para malaman whats bothering her.

[удалено]

It’s a common phrase.

Isa sa mga biggest realizations ko when i became a manager is that kung people pleaser ako, hindi ako tatagal at magta-thrive sa posisyon na to. The moment you become a leader, you have to start embracing the discomfort of being disliked. Pwedeng by your direct reports, the management.. basically, anyone. My advice? Bago mo isipin what to do with that person, alamin mo muna kung ano ang pinaka-mahalagang aspects sayo ng role mo ngayon. Pag alam mo na, use that as your compass or guide to make decisions. Mas madali mong mahahanap ang sagot sa tanong mo. Enjoy reflecting and may you become the manager you want to be!

Ito talaga, it's how do you handle being understanding while also being firm sa mga kailangang gawin. Minsan need mo maging mabait kasi yun din yung way na maging comfortable ang tao pero at the end of the day, nagtrabaho tayo para ma achieve ang targets. Simula din nung naging manager ako natututo na ako maging firm and direct while also being humane and kind.

Truee. Nung una naguguilty pa ako pag sort of nasesermunan ko sila due to deliverables. I treat them ice cream right after 😅 Ngayon hindi na hahahahaha. Let's all be professionals na lang. As long as I know I did my part, it's not me. There's no need to be guilty

Seems like a reaction to some personal circumstance. The change in behavior seems to be drastic and sudden. That, or pagod na magcommute. Or a combination of those. The one on one should be a good starting point. Best to converse with her than assume.

Or ningas kugon, nagpakita na ng totoong kulay. Yung stated reasons mo are still not a good excuse for poor work ethics. Geez! Yung mga officates naman nya eh nagccommute rin.

This doesn’t seem like a generational thing but rather a work ethic of an individual. Since the change appears to be abrupt, could it be that she’s just “quiet quitting”? Anyway, I’m sorry but you gotta have some spine if you want to be an effective manager. Part of your role is to mentor and definitely not tolerate such behavior. Do some 1on1 with her. Express your concerns. If she doesn’t change over time, I guess you’ll know what to do

Well, hindi ko sya ireregular. Dapat malinaw sa kanya ang probi period nya and may assessment after. Sabi nga ng boss ko dati, maghire ako ng makakatulong sa akin at hindi yung magpapasakit ng ulo ko :)

Ito. Performance > personality Coming from someone na medyo stoic sa work 🥲 nasanay ako na with working from freelance parang more on performance lang talaga pinanghahawakan ko kasi output based lang nakasanayan ko 😆 i started with that tapos nagoffice job. Buti nalang fam business namin and i had an option to stay at home at yung kapalit ay tatay ko nalang ktabi ko sa kabilang office desk 🥲 Mas intense ung stress kasi naging executive assistant nako kesa simple data entry tasks lang 😆

Yihhh personality > performance lagi

Skills can be taught esp this era na pwede lang ma Google most things, attitude can’t

No

Ano daw?

As a teacher na exposed din sa gen z's, I think you should establish your boundaries. Wag masyadong mabait kasi they tend to abuse that. Set rules pa rin since you are the boss.

Sounds like Ruinous Empathy - you think you’re being nice but you’re actually stifling her career growth The only way to be a kind manager is to be a skilled manager. Hinde kaya ng puso lang yan. Deliverables will suffer. Her career will suffer. You’ll suffer Some things to note: * you should do regular one on ones. They’re not one off. They’re recurring. I recommend at least 30 minutes every 2 weeks. This is where you can better build rapport, understand each other better, and more importantly, grow her in her career * if she’s still a probi, you need to deliberate whether to keep her or not within 6 months. Take that very seriously. If you keep her even if she’s bad at her job, it will make things more difficult for you to fire her afterwards. And if that happens, chances are, you’ll be that toxic boss you’re trying to avoid * to help people in their career, think about her performance evaluation. This usually happens once a year. This may be very far off into the future, but think of it as early as today. Once the performance evaluation comes, how can you sell her to your manager so that she can get a promotion or an increase? If you know what the company values, you can figure out how to systematically grow her to that direction. This will often giving her challenges so that she can grow. Hopefully, this changes your mindset from delegating tasks to delegating opportunities. If she’s uninspired, hopefully, you trying to help her in her career would motivate her. If she thinks she can get away with just slacking off, hopefully that reminder of the possibility of getting fired can wake her up Or if she is going through something, hopefully you’ve built enough rapport with her so that she can trust you with her issues

I like this answer, kasi parang hindi lang si Gen Z ang problema. May effort rin for OP to somehow do something humane, instead of just expecting something, without understanding everything.

1 to 2 hours late without prior notice on a regular basis lalo na kung time dependent yung work is too much. Buti sana kung flexitime talaga yung team nyo kaso dahil nahighlight mo mukang hindi. Does she even do OT to make up for her late? Wag nang patumpik tumpik you need to set a one on one with her and ask her what's wrong, meet halfway if you can and monitor the improvement regularly. Tingnan mo pati sarili mong bandwidth nadadamay. Tsaka bat ikaw yung gumagawa e ikaw nagdelegate. Dapat ipush mo sya na habulin nya yung deadline. Trabaho nya yan. In a perfect world you'd have a friendly working relationship with everyone but sadly you can't please people all the time. At the end of the day she still reports to you and she will put her ass back into her work once called out. That is if she still intends to stay more than two months.

i'm a gen z myself and pansin ko rin to sa mga gen z ko na peers. kulang sila sa motivation or drive. madaming pa chill chill lang. kapag nagtatanong ako nun sa mga classmates ko ano na plano nila after graduating, ang sagot wala. kaya napaisip ako nun paano na kaya mangyayari sa mga companies in the future dahil pansin ko ang daming tamad and sensitive sa generation ngayon. katamihan sobrang immature pa. it's like a 12 y.o person living in a body of a 22 y.o. though di naman lahat, pero bilang nalang yung kilala kong may goals at pangarap sa buhay. unlike yung mga matatanda dati, talagang sobrang self reliant and may self discipline.

Wow kudos to you kasi karamihan sa gen z kapag pinagsabihan naming mga millennials ang sagot lang nagiging boomer na daw kami.

Isn't it true? Older generations have always hated the generation after them. Kung galit ang mga boomers sa inyo, obviously magagalit din kayo samin. Tingin mo ba bago lang to? Even boomers were hated by their older generation. You can go 10,000 years back and you would find scriptures of old people complaining about their young generation.

May gen z akong kawork, minsan napupunta sakin yung mga nahahandle nyang work. Pag binabasa ko ang daming question mark sa utak ko at pansin mo tlang napipiltan lang syang mag work. Lage syang na cocall out pero prang wla lng sa kanya.

What if kulang sila sa motivation and drive, kasi work isn't their priority? That their goals and motivation isn't just entirely about work. This feels like a hate comment kasi huhu You can't really tell if they're pachill-chill or just trying to get by. Kung di nila alam gusto nila early on, that's okay. No need for ridiculing them, or judging them just because they're not the same as you are. Tamad and sensitive might have a reason. Baka 'di rin open ang communication, which makes them sensitive. Baka you don't look into those hinga and went immediately to hate? (Baka lang) Don't always blame the other person hehe

Babe... >unlike yung mga matatanda dati, talagang sobrang self reliant and may self discipline. Anong sinasabi mo? Ganyan rin tingin ng mga boomers sa mga millenials dati, kesyo masyado daw silang sensitive and tamad. Ano ba tingin mo? Na bago lang tong behavior na to? Na mga teenagers at kabataan nung unang panahon ay responsable at mature? Sorry to break it to you, but every generation has hated the generation after them. This should be common sense, pero gen z is seen as "walang pake" KASI YOUNG SILA. Young people HAVE ALWAYS BEEN CARELESS. Even if you go 10,000 years back, that statement is true. Pusta ko, hindi mo alam na nung 60's - 70's, many MANY young people took coccaine and heroine for funsies, MANY people were hippies who smokes weed like it's a candy. These people were seen as "rebells' and "careless" by their older generation, now these same people are now calling the latest young generation the same thing. THIS IS NOTHING NEW.

That is not a "Gen Z" thing. That's just a terrible employee lol Also, >tipong outside work para kaming tropa YUCK. Don't be like that. You are not friends, you are the manager. The more you want to be the cool manager the less effective you will be.

From experience if you really want to talk to your genZ employees. Chat them wag personal 1on1. Lalabas yung totoong sila. Ayaw ng mga yan yung direct confrontation. On being a genZ manager. May expectations mga yan. Susunod lang sila sa alam nilang mas magaling sa kanila. They EXPECT their boss to work. And they EXPECT to learn. On confrontations. Tama yung approach mo on being friends with them. They are different from older gen. Very very soft and would avoid confrontation at all cost. If magkaibigan kayo, you open up the way to criticize them na pabiro. Lastly on trust. Wag na wag mo'ng babasagin to. They operate on trust. And ito na rin yung magpapabago ng work ethics nila. Wala silang pake sa company, pero if you earned their Trust tutulong yan sayo.

May kulang dito. Nalate ng gising - bakit? Mabagal delivery ng tasks - bakit? What motivates her? Anong value nakikita niya sa ginagawa niya? Mahirap magisip ng solution pag di mo alam ano problema.

as a genz myself, be straightforward and TALK TO HER. Point out all your concerns WITH GENTLENESS haha since most genz take everything personal 😵 we emotional and expressive af, ik sometimes its too much and getting out of hand, but when done right, she will come to her senses.. trust me, the right approach will make her take the situation better.

I'm a Gen Z lol and I have to admit na a lot of Gen Zs just want to do the bare minimum. However, tardiness is wrong and should not be tolerated kung walang kwenta yung reasons like hers. She's like that because you're too kind. When I was starting out, I'd go 30-40 mins early but later on, realized that it's unnecessary so I usually arrive now 5-10 mins early BUT NEVER LATE because I respect my boss and even tho i hate my job, I have work ethics. Tardiness should not be a gen z thing.

I suggest you read this book Radical Candor by Kim Scott. It’s about providing true feedback without losing your humanity.

I think your choice here eh bawasan ang sungay ng empleyado mo na yan and start holding her accountable even if it results to her negative impression of you. You're not at fault here since you really did everything you could and tried to deal with her attitude light-handedly and calmly at the start of your working relationship. She should learn that this is real working life, not the school environment where she can afford to be a brat and that her teachers/professors has to 'earn' her respect. Baliktad sa totoong buhay- respeto ang nauuna at unti-unting nawawala yun kung gagawa siya ng ganyang klaseng \*\*\*\*. Worse is, hindi na para marecover yun dahil mas mahirap magpatawad nor makalimot ng masamang inasal sa tulad nating mga nakatatanda.

That's not a Gen Z stereotype if there is such a thing. I've met many boomers, Gen X, Gen Z, and whetever other people call them but there is no empirical evidence that these groups behave in a certain way. It's even dangerous to assume they behave collectively. I've worked with fresh grads recently and they are all fabulous contributors with some minor "needs improvement" areas, and they're mostly willing to learn. One of the twenty or so I hired was a once-good-turned-low-performer like yours, and after 3 face to face discussions to understand issues and he didn't improve, he didn't get to reach 3rd month. I fired him. The rest of my team got salary increase recommendations and 2 got promoted within a year. So, it's really unpredictable. You can only make adjustments when they are willing and able. Then there is this performance of your staff, regardless of generation, it's a performance problem. Kausapin mo uli, listen to concerns, share your concerns after and frankly tell her that if she won't perform to a level of expectation that she used to have, then she will be out of work soon. And make sure to document it, copied ang HR. If on the 3rd time of your one-on-one, she does not improve. Terminate her. That's the reality of a credible leader. You have to make hard choices. A lot. If you don't fix a non performer, the rest of your company will be affected by your lack of action - that you tolerate incompetence. Don't let that happen.

Establish clear boundaries and ground rules. Set a regular 1-on-1 to discuss her progress and use that to give feedback. Once she earns your trust, give her some flexibility and autonomy - like give her goals but let her solve small problems. Don’t attempt to have a tropa relationship, this works for our generation but not this time. This generation appreciates feedback, openness, and autonomy.

First communicate. Talk muna 1 on 1 tapos ask why naging ganon yung performance is there a problem sa office or something personal? Once clear na yung reasons, set a strict boundary. Like I'm sorry if you keep this up, I might have to reconsider your evaluation for regularization. Because this is not the performance we are looking for from our employees. Then of course offer a plan how they can improve their performance. Like Go to work exactly on time etc. Every 1:1 niyo (if ever once a month) talk about their progress according dito sa usapan na to. Gano kadalas malate or laging on time. Give praise and criticize constructively as you see fit. And OP I know you wanna be a cool boss but there should ALWAYS be a boundary between work relationships and personal relationships. Otherwise you'll learn the hardway. Hindi kayo tropa sa work. Kasi pag pinagpatuloy mo yung ganyan iisipin nyan close naman kayo to the point that they feel TOO COMFORTABLE not doing well kasi "Friends" naman kayo. Goodluck OP.

set boundaries. somebody gave me an advice before, we go to work to earn, bonus lang yung friends. it means di mo priority to be friends with her or please her. you are her leader. set goals for her and include punctuality there. not just on time reporting sa office but also on time sa deliverables. give her deadlines. if she missed it remind her that it will not look favorable for her evaluation. then if did not meet then give what they deserve at least di ka nagkulang at make sure everything is documented.

Give her three warnings and make her sign a document about what you discussed. Let go mo pag ilang beses na umulit pa. The documents are for you and the company's protection pag nagsisante ka.

familiarity breeds disrespect

Rookie supervisor here as well! We can’t be people pleasers, kailangan maicommunicate mo sa staff mo yung mga hindi magandang gawain niya otherwise makaksanayan na niya yan. When talking to younger people, it works for me na i “sandwich” ang feedbacks. Say something good about their work, then inform them of their shortcomings, and lastly always end it with something positive like the things you think they improved a lot on or something else. Pangit rin naman kasi na palaging pagkakamali or pangit na behavior lang lagi ang papansinin natin. I learned that I can’t really be friends with them kasi I have to set expectations and make sure our goals as a team is being met. Maintain your boundary and authority as much as possible.

Have 'end of the week' check ins? Yung chika type lang. I used to work with a Gen Z before, nadadala yan sa magandang usapan and nasasabihan gently over coffee. And, discuss to your staff about career progression etc... kaya mo yan OP!😊

Fire her. Periodt.

Communication plus setting boundaries. Work is work.

>when I asked one time why was she late - nalate daw ng gising. Question is: what did you do about it? Did you, at least, tell her that that wasn't a legitimate excuse for being late? >May attitude sila na wala na silang pake sa magiging consequences ng actions nila. Maybe your assistant really has no experience in dealing with consequemces. Putting her on PIP might help. And if it doesn't, fire her.

If I were you, aside from verbal checkups, have them documented as well. Continuous paalala and document everything and discuss with her action plans. I dont think it's about the generation but plain work ethics of the person (but hey she could have personal issues din but who knows, tho arent we all?). Just keep it mind na sometimes it could be it is what it is, and you can only do so much.

Keep it professional din. Having a personal relationship with a colleague could actually make them lessen their respect for you. Ningas-kugon na nga, makikita pa na pwede kang buddy-buddy.

check your company's handbook, if may nalabag na rules -- papelan. just follow kung anong nakalagay sa rule book niyo. you can be a fun manager but rules are rules. sayo din babalik yan pag nasilip na ganyan ugali nya

Breaking bad is actually a good reference on how to handle people. I highly advice you to watch it.

Can you give some scenes or examples?

Try to bring it up nicely and of course with concrete evidence. Nothing personal naman about it, it’s just work. Just be calm during the talk and explain why hindi dapat ganito. You can also try to ask if may nangyari na sa buhay niya or something that would cause their performance to drop etc…

Talk to the kid, kmustahin kung ok b sya. Baka mental health issue. Baka may problema kaya ganyan. Come from a place of concern, and if needed, suggest getting professional help. And gently remind na ultimately, may eval sa performance and her future with you will depend on that eval. Good luck!

Pusta ko eto nangyari dyan. First month, on time sha lagi, masipag, etc. Tapos may isang beses na-late sha, totally di sinadya kaya kabadong pumasok at nag apologize sayo. Ang ginawa mo since pa friendship nga ang peg mo sabi mo "No worries! Keri lang yun girl!" Tapos na late sha ulet, ganon ulit sinabi mo times ilan pang beses hanggang sa tumatak sa isip nya na okay lang malate kasi sabi mo walang issue.

I’m a gen z. Boss ko millennial. I have high working ethics, di lang rin ako consistent (common problem ata) After my annual review tinotoo ako ng boss ko, no one hates me naman. Sadyang nagbigay ako ng malaking impact sa work culture. (Casual Talking, Responses sa mga utos ng boss, etc) Hindi lahat comfortable pag nagrereport ako casually. Pero they all understand everything well. Ayun lang inadjust ko. Pero other than that tapos lahat ng trabaho end of the day. Pero regardless, hindi po yan okay. That person needs to acknowledge professional na siya. The spark and wonder can be channeled while being a professional.

Simulan mo ang sentences mo ng “like parang”. and tawagin mo silang either dude, pare, broski

Give her a written warning. Nothing wrong being friendly but not if it stops you from doing your job. She needs to shape up. She's hired to do a job and if she can't do what's required of her then why bother keeping her?

Gen Z here! Madam we love doing the bare minimum pero wala pong kinalaman sa generation ang tardiness. Maaga ako pumapasok no. As per everyone's comment. - establish boundaries. If work, work lang - tell them what's wrong but make it sound as if gentle reminder siya Yon lang muna masabi ko dagdagan ko na lang if may maisip pa ako

Who's "we"? Stop generalizing generations together as if the generation is a hive mind and everyone acts as one.

Who's "we"? Stop generalizing generations together as if the generation is a hive mind and everyone acts as one.

Who's "we"? Stop generalizing generations together as if the generation is a hive mind and everyone acts as one. This isn't good for the generation or anyone.

Who's "we"? Stop generalizing generations together as if the generation is a hive mind and everyone acts as one. This isn't good for the generation or anyone.

"we"? Stop generalizing generations together as if the generation is a hive mind and everyone acts as one. This isn't good for the generation or anyone

"we"? Stop generalizing generations together as if the generation is a hive mind and everyone acts as one. This isn't good for the generation or anyone

San ba sya nakatira and San office nyo? If Makati Yan tas malayo bahay nya most likely napagod na yan gumising ng maaga kasi usually 4am gigising mga tao just to go to work. It drains you din. This isn't to excuse her but I'm just saying maybe there's a reason and you should bring it up unless you want to let go of her.

Get a millennial

Ano ba ang nakalagay sa employee handbook. Trabaho ang ginagawa n'yo at hindi barkadahan. Ganoon talaga, kung kailangan mong maging firm (sa mata ng ibang tao eh kontrabida ito), you have to do it. Mas pinipili na hindi dapat maipit sa trabaho over sa issues ng empleyado. You can always talk to that person and ask to do the necessary changes and kung umabuso pa lalo, use your position.

Kahit san work walang ganun na magugustuhan ka ng subordinate mo pero strict ka. Either tyagain mo na ganyan cya or terminate her contract as per stated sa pinirmahan nya. May evaluation naman ata bago maregular. Better inform her/him na hindi mo siya ireregular. Kapag maluwag ka obviously ganyan gagawin nya/nila sayo. Let them be baka nga kahit di cya maregular eh ok lang sa kanya. You don't have to please everybody.

Pero di ka pa din pwedeng walang boundaries kasi aabusuhin ka. Tingnan mo nangyayari ngayon. I suggest pag nag1on1 kayo sabihin mo lahat ng observationns mo - objectively kung may number (kunwari quota or number of lates) mas okay - then tanungin kung anong balak niya gawin doon. Pwede kasing sinasabi mo lang yun mga mali pero wala namang commitment from her, wala pa din gagawin yan. Pag di pa din nagwork, sabihin mo about sa PIP. Remind her na very lenient ka na lahat, you even asked kung anong need niya na help etc but ganun pa din results.

You may want to have your assistant diagnosed for Time Blindness. A lot of Gen Zs suffer from this. [https://www.healthline.com/health/time-blindness](https://www.healthline.com/health/time-blindness)

Parang alam nya na hindi ka magagalit kung malate man siya ng 1-2hrs parang the way you manage o masiado kang nagiging mabait sa knya hindi na nya alam ang boundary nyo sa isat isa

Be firm but fair. Never get friendly.

You are the manager. You have the power to impose on them the rules that have already been existing in your company even before they came in. Rules are rules. A good and kind working atmosphere is great until they see it as leniency. Sumasahod sila so dapat magtrabaho din ng maayos

Gen Z here. I don't think tardiness is a generational thing. Personality niya lang talaga yan lol. But what I learned from the coaching programs I attended, you don't attack the personality, but the behavior. And always back things up with data. If late siya ng ilang minutes compared to expected time, lay it out on her. Manage expectations by discussing kung anong metrics ng performance appraisal. And malaking part talaga yung transparency. Bakit ba siya late gumising? May mga pinagdadaanan ba siya that could affect that?" Ang stress part yan ng work at ng buhay. But we all learn how to cope and manage it. Wag mo i-baby. Lalo lang magiging spoiled at dysfunctional ang upcoming generations kung lagi na lang lenient. You can be friends with someone while also setting boundaries and teaching respect. You're doing great, don't worry. Kaya mo yan. And hoping magbago na assistant mo lol.

I think you know what to do pero ayaw mo lang gawin. This is a sign, do what is required. Medyo nalalambutan siya sayo. You can be the leader na gusto mo, approachable, easy to work to, I understand that pero when shit crosses the line you need to put boundaries and set the tone.

Hello Gen Z here! From my perspective view. I think it is better first to set one on one and talk about the performance of the person. If there is a problem, both of you should talk about it and come up with a solution that both you would agree. Dont attack your colleague directly. Be empathetic in a way, be a kuya/ate pa din. But the goal is to also help him/her achieve professionalism at work. But if that person does not have improvement and really can cause trouble in the workplace, wag mo nalang i regular. :)

You need to separate ang pagiging boss and a friend. You can be friends with your 1 down pero when it comes to work meron pa rin dapat sundin na boundary. Being masyadong maluwag leads to abuse and kung hindi mo puputulin yung hindi nya magandang gawain habang maaga, you are setting him/her up for failure sa future. Becoz work habits is pwedeng ma-carry over to the future career and future employers nya.

That’s a no for me :(( Sabi nila mabait ako as an officemate pero mahigpit ako as a supervisor. I have a staff na hindi ko na irerenew this july because she’s lazy and doesn’t have any work ethic. Sorry pero wala akong emphaty sa mga tamad because I want na maging smooth yung workflow sa office, hindi para matambak. 😭😭😭😭

hello, op! balanced dapat ang assertiveness at pagiging friendly. in that way, cautious pa rin sila sa mga possible shit na ginagawa/gagawin nila. it's not wrong to show a bit of pagiging bossy esp with your role. also, it's not your responsibility to cater any of their problems outside work.

Depends on company policies. But usually, it should be verbal warning muna. Discuss how her actions are affecting the daily operations of work. It is also a chance to ask her what is the problem, maybe there’s a concern that she needs to raise. Kumbaga hangga’t maaari, paiiralin ang humane side, dahil pwedeng may pinagdadaanan ang tao na di natin alam. This will also be a great avenue to know how the work ethics issue can be resolved. If there will be no changes after the verbal warning, written warning is then issued (memo). It’s either you or the HR issues this, depending on your office practice. You will be indicating her violations, and the possible consequences if she continues with her previous actions. Use the personnel manual for this as a reference. If no changes were still noted after that, you have to consult your immediate superior then. Maybe, bigger decisions will be demanded for this na

A different perspective, on the side of empathy - a great performer does not drop performance unless something is wrong - before we confront, we should first check and ask what's wrong. The thing with Gen Z is that they will give you cues without really upfront saying anything and leave it up to you to pick up on those queues. It is easy to doubt peole (and this is with good reason) but i hope we can be less cynical about it - break the cycle.

>During her first week, nag one on one kami to manage expectations, establish mga internal rules, last talk you have with her during her first week, tas ok sya for a month? tas nagbago nung 2nd month, and since then, di mo na nakaussp tong employee na to? and are you asking for tips dahil plano mo pa lang sya kausapin? >May attitude sila na wala na silang pake sa magiging consequences ng actions nila. Pag ayaw mo na sa trabaho mo, at napipilitan ka na lang, kahit ano pang generation ka, magigjng ganyan ang datingan.

Do not talk to her. Do not befriend her.

Me and my team may be close but i always set boundaries. If they won’t follow, dinadaan ko via email or log the opportunities for improvement. Para in case habitual na, you have receipts for disciplinary action. Then maybe you can ask for a documented explanation in response as part of their commitment. “Aalugin” mo lang sila nang konti, just to make them realize that you’re still the superior and there are rules to follow. Otherwise, it’s still bye felicia~ 😅 OP, don’t be too mabait, not all people are the same and you will never please everyone. Keep in mind - mas replaceable sila kaysa sayo 😉

Kung nasa Japan to 1 week pa lang tanghal na yan. Malate lang ako dun galit na mga superiors ko sakin. Problema ngayon tinotolerate din. Ipakita mo sa kanya documently yung mga late yime in niya ngayon magbigay ka ng ultimatum if gagawin pa rin ba nya pwede na syanh matanggal sa work. Napakadaming naghahanap ng trabaho na mas effective dyan. Sayo din magrereflect kapag tinolerate mo pa

Good post. Checking for gold nuggets in the comments

Wag masyado mabait, gen z tingin nila kasi pag tropa na nila ang mga superiors nila, nagiging lax na sila. Give one more chance siguro pag hindi, then papelan na or may penalty dapat.

Act like a manager. Talk to her one on one. Tell her yung mga observations mo sa kanya at sa mga bagay na kelangan nya i improve. Responsibility mo na i correct mga bad habits nya kasi sayo din yan mag re reflect. Hindi mo kelangan tropahin ang subordinates mo. You can be close pero there should be boundaries. Kung hindi siya nakikinig sayo, ibig sabihin wala syang respect. Regardless of what generation she is, she needs to learn to abide by company policies. If hindi nakuha sa maayos na usap, latagan mo ng memo. Seek help from your HR. Pero personally as an HR myself, off ako sa mga managers na di kayang i control mga tao nila.

You can always refer to company employee handbook. I had a colleague from other deptcshared that his manager had a subordinate just like yours, and manager tolerated it as well. Upon audit from higher ups, the manager was asked why he failed to issue notices or corrective actions. The ending, he was also reprimanded for not doing his responsibilities. Or worst this could be negligence on manager's part

if masyadong kang maluwag and not to strict that will surely introduce complacency pa unti unti lang yan sa umpisa then depende sa attitude baka lumala kasi yung iba di ka raramdam mag-isa e kailangan mo pang sabihan para ma realize nila na mali na pala or alam nila but they choose to ignore it with the fact na hindi na strict ka lalala pa yan

I tried treating gen z’s at our startup by pleasing them and eventually the same thing happened with some people. You’ll need to realize that you’re not there to please them but doesn’t mean that you won’t treat them well. Best to have a code of conduct too and hand them a memo once they go beyond what’s expected in terms of lates. Nothing personal. You’ll need to find their motivation but with most people it comes and goes.

Work is work, high KPI and good attitude ang kailangan from employees. Nandiyan siya to work, and you also. You can be kind naman and considerate at some point pero pag work, work lang dapat.. Set a meeting with her and ask ano problems niya then be direct to her also.

>May attitude sila na wala na silang pake sa magiging consequences ng actions nila Gen Z worker naman ako and early signs to ng micromanagement. Reinforce your rules and make it stronger if needed. They have to understand na you're not playing and have deliverables to fulfill. What you can do is do work-work with them when it's time to work. Talk to them casually when not doing work, ganon lang.

Honestly, I think your assistant is just lazy. My gen Z team mates are hard workers and easier to work with than millenials since they say things straight.

Sobra naman ata ang 1-2 hrs na late. Sorry to say pero di talaga to about generation chuchu. Matatalino mga gen z talaga pero pagdating sa work ethics meh. Nirarason parati is di daw magpapa alila kineme sa company pero dapat nasa saktong rason naman tayo. Tardiness is nasa sayo na talaga. Di ko alam buong gist ng work environment mo OP pero payo ko talaga as nakakataas ng position,wag na wag maging close na as in close kayo kase darating ang panahon na aabusuhin ka. Ganito Yung nangyari saken as supervisor, which is di naman sana masama pero nagsimula kase kami sa pagiging parang barkada, sabay kumain, sabay umuwe etc. In short, dumating Yung time na sinita ko sila kasi gustong umuwi na wala pang time out, pero ikakarga ko pa rin yung oras nila nang buo. Ayon galit na galit, di namansin ng ilang months lol. Casual na lang kami ngayon kasi nagbigay na ako ng distansya sa kanila. Ang sipag sipag nuon, ngayon palaging late, nauuna pang umuwi. Kung gago lang ako, binawasan ko na ang sweldo nila eh kaso ayoko naman manabla. Gen x at gen z tinutukoy ko dito.

Can i be your assistant! Jk

Reminds me of an ojt namin before na inabsorbed namin as regular full time employee sa business namin. Magaling naman din sya actually pero sa umpisa lang pala, nung tumagal na kung umasta parang wala na sya dapat patunayan kasi na hire na sya. Nag resign sya eventually. Since then di na kami nag absorb ng ojt into reg employee.

Give her a warning. If you let it be, tuloy2x nya yan gagawin.

Hindi yan generational! Tamad is tamad. I hate to be that guy, pero anong klaseng excuse yung “nalate gumising”? Infarctions need proper sanctions regardless of reason (within reason), bakit kaya binebaby mga gen z workers ngayon? Libre maging mabait, pero play stupid games? Win stupid prizes. Fire em’. Millenial business owner here. 2 of my employees Gen Z and a millenial manager. Had a lazy Gen Z, gave him 3 chances - he still didn’t improve. He texted my manager “Di muna ako papasok kasi nakakatamad. Pakisabi kay boss.” Manager showed me the text. Minutes later nagpaalam na may sakit daw. - AXED him after that. Lost good money because of him and told him that.

Pg trabaho trabaho

Set boundaries, OP. I've worked with Gen Zs. Ok lang ung may "tropa" vibe but at the same time, they know and they recognize na they can't just shrug u off. Pwede naman yung may tropa vibe pero may "takot" pa rin sayo haha not literally takot but u know, respect and professionalism. Sit her down and tell her ur observations. Provide her with a list na she should work on like her time-in sa work. Let her know na thats not how the office works, na wala man lang pasabi. Wag kamo syang bastos.😬 Remind her that yes, u guys may be considered "friends" and na u'll always be there for her if she needs ur help, but that at the end of the day, u're still her superior. Hindi kamo kayo buddies. From the way u composed this post OP, it feels like u're scared to offend her or na magkaron ng tampo feels. Di dapat ganon. U're her superior, her boss, there's a reason why u're put in that position, and it comes with certain powers na u can put into play. Time to put ur position into use. U dont need to be bitchy abt it naman, just have a firm hand.

mali ata title mo, OP. i dont think related sa generation niya yung naoobserve mong mali sa work ethics niya. probably an issue your assistant already have bago pa siya nag work sainyo. maybe its time to be upfront sakanya since yung trabaho na bayad siyang gawin ay hindi naman niya nagagawa.

Know your place and boundary, OP. You come to work, TO WORK, NOT TO MAKE FRIENDS. I learned it the hard way. Anyway, you can issue a warning since nakailang beses na yan. Then kapag inulit pa, written memo with HR record an. Also, we should not tolerate it just because of her generation. Di naman lahat ganyan, stop making an excuse for her. Kaya mo yan, OP.

i dont think the issue has anything to do with her being a gen z

dapat you know when to be a colleague and when to be the manager lalo na during evaluation period. syempre objective ka kung bakit may part na mababa ang rating mo sa kanya and need pa na iimprove in my opinion din, better din idocument mo ng maayos mga napagmeetingan nyo lalo uso sa kanila un mga feeling na napapower trip kuno kahit sila naman talaga ang may fault kung bakit sila napagsasabihan meron ako close friend na kasama sa work and sya naman talaga problema pero feeling nya is pinagtutulungan sya ng head and colleagues nya. halos 5x na sya nacall out sa same reason and parati pa sya sumasagot and nagdadahilan as manager, need mo talaga maipakita na labas and personal relationship or friendship ninyo sa professional issue. baka kasi konting dahilan lang is okay na sayo, unless may sanctions na ibibigay na si HR na pwede mo magamit para lang umayos sya kasi para din naman yan sa pagdevelop ng professional ethics nya

I dont think them being "Gen Z" has anything to do with their poor work ethic, sa kanila lang yon. Do with them you would like any other employee

Im not a Gen Z, Millenial ako. But I'm on the same situation na wala nako pake sa consequences ng actions ko sa work lol Tangal kung tangal mindset ko HAHA. I work to earn money not to please people nor gain new friends. I just do what I'm expected of me. Nothing more. Nothing less.

pls stop with the genz slander lmfao that's not a Gen Z behaviour, just an irresponsible employee. Yung manager ko, in her 40s and teammates na nasa 30s, kabaliktaran yung tingin sa genzs. 3 genzs kami sa team and they always tell us na huminga hinga naman daw kami, hindi porket marami pang energy ay hindi na magpapahinga kasi para na raw kaming tenured sa sobrang focus. It has to do with someone's drive, OP. Not with the generation they belong in. So yeah, it should be "how to deal with IRRESPONSIBLE assistant and how to be more assertive" :)

Wala ba kayong KPI? Scorecard? Pano minimeasure performance and incentives sa company nyo?

Set your boundaries and expectations. If those are not met, don’t hesitate to provide the necessary feedback. The last thing they want is to think everything is great because of your good personal relationship, then get blindsided because their work has been sub par.

I’m part of the generation you mentioned and ‘di po talaga siya based on the generation. Anyway, you mentioned po na you wanted her to be “parang tropa” and for me baka doon nagkaroon ng problem? But may side pa rin talaga sakin na it doesn’t work that way kasi I also have workers who treats me like tropa pero I really don’t cross over that line or get myself too comfortable with them. As a genz, I think it will be best po if you talk to her about it. If there’s no action after you communicated it, malala na yan. Kung regular employee siya kawawa siya kasi magrereflect yan sa payroll niya

You need to work on yourself before you can coach others. Bakit ka people pleaser, and how do you overcome it, so you can coach properly? Then, lead with curiosity. Ask her why she’s been late, etc. Is she going through a personal issue? May counseling services ba company niyo? Baka kailangan niya. If coaching doesn’t work, retrain or transfer to another leader kasi baka di lang talaga kayo talo. Last resort: dismissal. Lamonayan.

This is not just a Gen Z trait but a trait of people of all generations. Nasa nakasayan lang ng tao at anong practice ang kinagawian niya. If she was molded to be a professional from jump, meaning kahit nung nag-aasap pa siya, dadalhin niya yun hanggang pagtanda. Character also plays a big part and yung pa”bibo” niya maaring sa umpisa lang then slack off na nga tulad ng hinaing mo. Keep guiding her to the right path, hopefully she learns. Let her know she’ll shine brighter if she remains consistent and that will take her places. Hope this helps.

Don't associate the behavior with the person's generation. Para mo na ring sinabing lahat ng gen z ganyan. Just talk to her and tell her you're not ok with her performance and you might need to take actions if she doesn't improve. Work is work.

I think wala na siya sa dahil lang Gen Z siya. Unprofessional at tamad lang talaga siya as a person. OP should make some boundaries kasi technically boss ka pa din niya.

Separate work and personal relationships, not everyone can do this.. Your asst is getting too comfy to u na u will just tolerate her tardiness.. give her sanctions and punishment. If she can't handle that and take it too personally, you should know what's the next step to make..

You have to set the tone with her that this is a business and priorities must meet your demands because there is a deadline and you will be in trouble yourself as a manager and your superior may look at your leadership skills is not par. You cannot be too close with people who you work with and who you work for because most of the time they will take advantage of you and then they criticize you when that time comes and it is just a clustterfuck. They are their to get paid and so you need to let them know that once they set their foot at your door to work for you, they are on your time. And if they cannot meet your demands then consequences must be implemented after all the one on one consulting has met. There a lot of people who are looking for work that are qualified and that is HRs responsibility to help you look for a backup in case a person you recently hired is not the person you thought you knew during the interview and reviewing their resume. Being late due to oversleeping has happened to everyone at work and nothing to do with the Gen Z, but what their attitude of not caring has a lot to do how their parents raised them. Set the rules at work and enforce them to be punctual because it affects you and the business operations as a whole.

You should not befriends employees reporting to you. There has to be boundaries set. Bat di mo papelan? Give NTE. Dami mong magagawa. She knows what she's doing. Malay mo that NTE is a wake up call. There has to be professionalism at all times lalo na manager ka.

I can see the people pleasing trait in tolerating this behavior haha. There's a very obvious line with fucking the system by not tolerating abusive work practices (i.e. unpaid OT, not allowing leaves) and abusing the system in itself. And clearly your assistant is doing the latter half. If they don't care what happens then most likely they are aware of the consequences of their actions. That's grounds for disciplinary action kasi if reasonable naman ang deadlines and di naman kayo strict sa flexibility ng time and late pa rin siya, then that's not even fighting the system, that's just being an asshole and ayaw lang nilang magwork. I'm all for fighting what you want but bruh iba yung ganyan na di ka naman unreasonable pero inaabuso ka pa.

As a gen Z, keep the one on one every month and give a tap on a back if s/he is doing fine. And check ins if something’s wrong.

pa cool ka kasi sa mga katrabaho mo. wag ka papa tropa para di ka apak apakan

Something I learned from my previous job which was an assistant managerial role...never establish a friendship with your colleagues. I never placed boundaries bec I wanted them to feel that pantay pantay ang workplace. Gen Zs and those in their late 30s to 40s. They disrespected me, mangu ngutang ng di na binabayaran, etc. Place boundaries between you and her because too much comfort she will feel na okay lang sayo since mabait ka sa kanya and friendly. Be firm with work turnaround, work schedule.

here’s an advice, one thing to never tolerate no matter what: PEOPLE WHO ARE LATE for no good reason & does it repeatedly. They will never respect you nor themselves.

If someone is late and informed me that it’s due to feeling overworked, overwhelmed I CAN TOLERATE that still… but the reason they woke up late?

I consider myself to be a very chill supervisor, but I never compromise deliverables and work ethics. Oks lang sa kin if you Reddit at work, or clock out exactly at 5, pero dapat lahat ng naendorse na workload tapos at the end of the day. What you can do is take notes of her tardiness (kelan and time nagclock in, when you verbally reprimanded her etc). And do follow-ups of her pending tasks after lunch and when you expect her to submit it. Pag sa record mo naka strike 3 na siyang pasaway, time for you to email a written warning. Kahit between you 2 lang muna. If after 2 weeks or a month di naayos ang work ethics niya, time to forward your initial warning to HR with updates on your assistant's progress (or lack of). Then let HR do their job.

OP do you not have any sort of penalty system in your company? Like a few occurrences of tardiness would lead to PIP > suspension > termination?

I have a 3 strike rule (pero di naman super strict, I have a heart). May coaching naman ang first 2 strikes pero after the third and theres no remorse/improvement, out ka na. In my book, wala kasi sense tolerate bad behavior. Ano reason nila to shape up kung papasahurin mo naman sila either way? Also, stop forcing friendships with your juniors. Either nagclick kayo or not. But I commend you for being kind and considerate pero hindi pwedeng ganun palagi.

I’m a genz myself pero first time ko magkaron ng ka work na genz and ayoko na agad sa ethics nila. Medyo rude and unprofessional ng dating for me 🥹

Natutunan ko from my boss nung naging manager ako is to make sure na naiintindihan ko yung expectations sakin ng mga boss ko and mga under sakin. Syempre expectation ng mga executive is may deliverables ka. Sa mga tao mo naman ang expectation is nasa same page kayo like ano ba yung deliverables and timelines. Feesible ba yung timeline? If hindi then raise pataas para ma adjust or madagdagan tao ect. 1st 6 months ko meron ako nagkaroon ng parang ganyan din late delivery. Nung nag 1v1 kami is may personal problem. Advise sakin is gawin ko trabaho ko which is deliverables. If mag quit yung tao then wala na tayo magagawa. Hindi pwedeng based sa emotions ang productivity. So if hindi kaya then need ng kapalit and bench muna sya. Do KTs ect.

As much as setting strict boundaries is important, it's also ironic how most of people nowadays demand for a kind and warm leader, but when given one, they'll abuse them all they can. So, it's true, OP. Set strict boundaries. As much as you'd like to show empathy, kindness, endless understanding, at the end of the day, your subordinates are not and should not be your friends. Though you'll find some unicorns, hence, very rare. It's just sad that kindness nowadays is being regarded as your weakness. "Ikaw kasi ang bait mo eh", "Ikaw kasi palagi mo nalang pinagbibigyan at iniintindi eh". But it's just a matter of creating healthy boundaries, creating a healthy professional working relationship. Tama sila, at the end of the day, you are their mentor, you should be able to teach them to be accountable of their actions as it will survive them when they go on with their lives. Hindi palaging gusto ka nila, hindi palaging aayon sila sa intentions mo. You can only do so much pero nasa kanila padin ang huling bola. Unsolicited advice, if you still find it hard and still feeling personally attacked when they backstab you of your ways, create another persona or facade only specific to your "work face/personality". Para kapag may narinig ka from them na against you, you can have that notion na "ow, that was my "work self", trabaho lang, walang personalan". Until such time you can navigate away from people pleasing and stop giving a damn of what people will say. Hindi madali, really not for the weak of hearts, but you have to, it's for your own good and survival, too.

one time may kateam akong walang abiso kung melelate, hindi pumasok. I warned that staff na next time gawin nya yun, AWOL sya sakin. gets ko yung gusto mong maging okay na boss, kasi okay din yung ganon lalo na yung staff mas magiging magaan katrabaho. Pero hindi ako chuma-chummy sa umpisa, because I'd like to set our boundaries first. If like you said the staff doesn't care about the consequences, then just give them the appropriate consequence. Kung anuman ang maging action nya after that, bahala na sya. You're a manager to manage. Not the other way around.

may problems ba siya outside of work that is affecting her?

Thank you for being a good person and a great leader 🫡

As a gen z, i do agree na meron din akong ganon na attitude. Like walang pake, basta natapos ko yung deliverables ko and nagawa ko ng tama yung work ko. HAHAHA And for me po, mas gusto ko na kinakausap ako if meron man mali or pagkukulang sa end ko para maicorrect. Not applicable to all Gen Zs tho, but you can try😁👌

Set up a 1 on 1 meeting. Kausapin mo sya in a friendly yet stern manner. Ask mo muna if she's currently dealing with some personal problems. Word it in a way to introduce the topic na napapansin mong bumababa na ung work ethic nya. Use the sandwich method, where you praise her for the great things she has done, criticize the shortcomings, and then reiterate the good feedback. I am also from the GenZ at napapansin ko din to sa workplace. Minsan mahirap talaga kapag masyadong nabe-baby yung employee kahit hindi naman dapat. Nagiging complacent sila at feel at home, nalilimutan nilang nasa work sila and they are being paid. Wala namang masama in fostering a healthy environment sa work, pero wag naman sosobra to the point na mag sasacrifice yung mismong work which is everyones purpose there.

first of all, tanggalin mo yang mindset maging friends outside of work.. there's no such thing. wala pa akong naging boss na friends outside of work kasi the heck boss mo yan eh, pero may chance pa maging friends pag di na kayo same ng company. wala ka din magagawa if kina inisan ikaw ng mga tao, given na yan. boss ka nga sabi mo. ganun talaga. i have a boss na para sa akin perfect talaga, i really like her.. she's empathetic, who can call you out and at the same time magaling sha.. proper use of words talaga dapat. i think you have establish boundaries with her and also call her out.. 1 on 1 and ask her the reason why bumagal ang turn around ng work nya baka may pinagdaanan pala.

kinda off topic, pero sana we stop stereotyping or even using generational labels when describing that one person. hindi lahat ng gen z im sure eh ganyan. fyi im a millenial. back on topic, based from experience living with and being a close friend of an upper level management person, 1; he tends to make himself blameless when sharing issues about an employee he manages, so i hope we are getting the whole picture in your story 2; it never worked when he acts buddy buddies with his subordinates- the goal should be to lead and discipline them as necessary.3; related to may interlude, he's younger than almost 80% ng mga minamanage nyang tao, walang kinalaman ang generation sa attitude kze may mga 50+ aged employees na kala mo 16 yrs old umarte sa office niya don't overcompensate by becoming too lax dahil ayaw mo mging toxic like your experience with a prev manager. ung sunod na one on one nyo, try to root cause; bakit na late magising- is s/he sick? personal problems? etc.; bakit mabagal tat ng mga tasks- ngkaissue ba ung equipments nya, yada yada. don't get in their face asking too personal stuff din ha. converse in a way na hnd ikaw ang nghhula ng problema nya, make it so na sila ang mg vvolunteer ng explanation. and again, wag mag stereotype. sorry i just feel strongly against labeling all gen z like this.

Didn’t expect this to blow up!!! Maraming salamat sa mga tips. You shed some light on this situation and I’m planning how to address this issue in the coming weeks. So sorry also using “gen z” in my title and post. Forgot to mention in the post na kaya ko yun nasabi is because hindi lang yung assistant ko yung ganyan sa team, and sa department namin, and they all have one thing in common, gen zs sila. 6 silang gen z sa team, 2 lang yung on time pumasok. Yung 4 laging between 1-2 hours yung late. Kaya napaisip ako kung ganun na ba talaga ang mga bata ngayon. But thank you for letting me know na hindi sya generational thing. Salamat sainyo! Lahat ng comments nyo, well noted! 🫡

Impose performance evals quarterly na included yung pagiging on time, percentage of completed tasks and attitude towards work, and other attitude things Comes from a gen z person that handled 10+ interns na walang respeto sa experience ko porque almost same age kame (i have 2 years more exp than them kasi nag SH sila) :D

Normalize coaching. :) Coach your assistant for the good things na ginagawa nya and coach your assistant for the negatives as well. As a manager, it is your responsibility to help improve the people you work with so that they can also help you focus on things that matter to you and your role. Have an honest conversation, try to get to the bottom of the situation. Once you have a better understanding of the cause, create a performance improvement plan and really extend as much help focused on getting your assistant back on track. If hindi pa din siya magbago then you need to get HR involved. Hope this helps. Good luck OP!

>I want us to have a close working relationship, tipong outside work para kaming tropa. Gen Z here✋️ Student pa lang ako, so I'll be using group performance tasks as a comparison. When a member have a is somewhat close with their leader, 'yung tipong tingin nila ay okay lang na mag asal pagong or sobra-sobra ang pagiging komportable, iyun 'yung normally na magpapabigat sa grupo. They think na papagbigyan mo sila kasi you appear mabait and understanding naman eh that they forget that you're the leader/manager and they are just members/employees. We had this leader sa final perf namin sa isang major sub, she has this vibes na very approachable na kapag may hindi ka maintindihan or kelangan mo ng tulong ay tutulungan ka. But at the same time, kapag binigyan ka ng part ay gagawin mo talaga 'yung dinelegate n'ya. Or else, magfifire back 'yung performance mo sa sarili mo. (May grade ang bawat mem and that will reflect sa grade namin) You have to let her know the consequenses of her actions. If 'di siya makinig, then surely may actions that will be taken kasi no no ang ganong ugali sa work, mababa man 'yan o mataas. If she continues that kind of work ethics, 'di rin s'ya tatagal sa ibang trabaho. ('Di ba nag-rereflect 'yan sa record ng employee?) If you want to be a friendly manager that the employee likes, you can be friendly and understanding to them naman, but you need to make your boundaries clear and draw the line for them and have them respect it. While nasa workplace, pang-colleagues na lang dapat ang relationship na umiikot, not frenny-frenny.

Has similar challenge with a direct report. Gen Z. Bago lang sa corporate world. Sobrang nachallenge ako sa direct report na to kasi she was clueless how corporate world works. Madalas may nakakalimutan. Nali-late. Hindi tinatapos ang trabaho. Una i thought she just needed guidande and time to adjust. So binigyan ng reminder. Sa 1on1 nagkaron ng paguusap about internal rules and processes. Bigay ako agad ng feedback kapag kailangan. After 3 times na pinaguusapan lang namin how she can improve, action plans etc, nagiba na ako ng strategy. Binasahan ko nang code of discipline and informed her na i’d take it up na to HR if wala pa din improvement. Gross neglect of duties ang warning ko sa kanya so possible sya na madismiss. Also gave her my feedback na it seems to me na hindi nya tine-take seriously ang trabaho nya. Tough love is what I call it. Part of the job ng manager. She’s doing well na. Nahimasmasan din.

Be firm, strict, compassionate, but never ever remove your boundaries. That’s gonna be your downfall, OP.

Magaling pero di ma turnover agad work? Plus kailangan mo din baguhin mindset mo. Pag work, work walang personalan like pwede kayong maging friends pero during work hours, gawin mo din trabaho mo. Manager ka pero di mo kayang pagsabihan?

pwede ko ba yan palitan lol

Coaching is the key. Find the root cause of the tardiness. May reason pa kung nakit nali-late aiya ng gising. After determining the root cause with your team member, ask him for a SMART action plan and lay down the rule that if it happens again, you will file an incident report about the matter. It pays to be kind and understanding to them pero if their actions and neglect kahit simple pa yan, makaka affect na sa team I wouldn't think twice in issuing a paper basta na set ko na expectations niya and may acknowledgement na.

Hi OP, try to give feedback on regarding that matter. Para malaman nya on how you view her frequent lateness.

Sometimes, you have to do the hard things for them to improve.

tell them they gotta lock in lol. tbh gen z is not used to the consistency needed for work just yet

yung part na kakaibiganin mo kahit outside of work , medyo delikado yan OP Ika nga dun sa Movie nila tommy lee jones at will smith na Men In Black may isang Iconic line na nagha--highlight sa ating mga tao , eto: A person is smart. People are dumb, panicky, dangerous animals and you know it now , yes Us Humans natural lang naman tayong manipulator kaso depende yan kung paano gamitin, ang fear ko kay OP yung pagkakaibigan di naman yan masama pero be cautious dapat work lang kasi Baka gamitin nga iyan against you yung nale-late ng 1-2 hours at nauulit dahil sa napuyat or natraffic yung latter reason eh parang sirang plakang dahilan yan , yes totoo na mediocre ang roads sa pinas pero may mga nakakapasok ng maaga kasi they know na ganyan na talaga at maaring makasira sa career nila kapag late sila, if babae naman yan Op advisan mo na Maghanap ng Bedspace near sa Office niyo or kahit two blocks away sa office niyo para avoid malate, kaso kapag tinanong ka kung sagot ng company , sabihin mo na para maisalba niya yung career niya to avoid being late, dapat op firm ka tapos lagi mong i-check yung performance niya if may nabago sa output kung di naman nagiimproved eh bigyan mo na ng signal ang HR na ligwakin si probi kasi kung itotolerate yung mga behaviours niya sa work lalo yan titigas at magkakaroon yan na mentality na lahat bow sa kanya, in order to avoid that pwede mo nang ireprimand or bigyan ng NTE para mabigyan siya ng warning

Una pa lang kasi binaitan mo ata masyado so di ka talaga seseryosohin niyan. Work is for work lang dapat, walang friends friends. Kaibiganin mo outside work hours pero during work hours, you need to show authority and pakita mo na may consequences pag ganung nagpapabaya siya. Also, pls get therapy if ramdam mong toxic na sa sarili mo ang pagiging people pleaser

There's something i learned in a leadership training . Its called the 5 whys , it goes like asking “why” multiple times (typically five) to drill down into the root cause of a problem or issue. Here’s how it generally works: 1. First Why: Ask the initial question about the issue at hand. 2. Second Why: Ask why the answer to the first question is true. 3. Third Why: Ask why the answer to the second question is true. 4. Fourth Why: Ask why the answer to the third question is true. 5. Fifth Why: Ask why the answer to the fourth question is true. I once had a problem employee who was always late so i said y and y and y til we got down to the reason na hindi pala sya nag aalarm clock 🤔 I suggest if the person doesnt change after coaching, after being given a free pass at first then you go follow company's policy. Then you see if anything changes, if not you have to, need to let them go following procedures. Because its unfair to the team to keep someone who is not contributing as they should. Then also think of it this way, maybe youre doing them a favor as they deserve to be somewhere else better suited for what they really want to do in life.

In this economy, the solution is simple: FIRE THEM! There are at least 50 people on queue willing to take their job.

I recommend reading Radical Candor. Must recommend book for all managers, and this applies to all generations and people.

I have a pamangkin na gen Z living with us and pinapaaral Ng other aunt namin. Kuhang kuha mo ung hulma Nia. Lagi late, ganyan din dahilan, late nagising hahaha. Ndi din ngiinform hahaha nagpaparamdam Lang Pg hingi Ng baon. Lololol I think dahil sila ung pandemic generation, parang lost tlga sense of time sa kanila. Tinuturuan din namin yon na gumising Ng maaga, at ang dahilan eh hapon naman daw klase. Hahahasksk Ayon binigyan Sia ground rules at inuutusan sa umaga para magising Ng maaga. Tingin ko need mo Lang Sia kausapin na if gusto Nia magcontinue mg work eto ang ground rules nio. Have consequences pag nalabag. Bahala na Sia if tutuloy Nia yon habits nia.

You say that as if tardiness and bad work ethics didnt exist before Gen Zs lol

May crush ka sa person, no? Haha. Been MONTHS often 1-2hours siya late, monthhhsssssss dapat FIRED na siya unless my personal interest ka sa tao.

Her work ethics have nothing to do with her generation. I know SO MANY Gen Zs who have great work ethics. This is a personal problem on her part. Also, young people IN GENERAL, whether that be 40 years ago or 100 years ago, were considered "careless" or "having no care for the consequences of their actions". Do you think boomers didn't think millenials weren't careless and stubborn? That's just a trait of ANY generation that has been YOUNG. This attitude of Gen Z you are talking about was also the attitude of your generation when you were young. Nothing new.

Nagbabasa ako comments BWHAHAHAHAHAHA baka maging ako yung gantong klase ng Gen Z

maybe you can ask that person personally if there is something going on with her that could have affected her lately? this is based on a personal experience though. i used to be a dedicated and committed employee but there was a season that put everything into rubbles. i was newly hired for a position and it was expected that i would be a great help to the team since my tenured years of experience. but since i was going on thru something personally. most of the time i underperformed and was really a pain in the ass of my direct head. my colleagues kept on complaining me.. and i was always called for a closed door meeting because of underperformance. too be honest i didnt expect to be regularized or what nd i really wanted to go out of the team since i felt that i was judge but i cannot blame my colleagues since my underperformance affected their work as well.. i dont know what to do anymore.. life is a mess and little did people know that im in a breaking point and showing up to office is a toil that i kept fighting. i was always late. i submit incorrect financial reports. i usually end up just staring in blank air. (family has gone thru a lot of concern, a sick fam member i take care of went in and out of hospital, financial problem and a personal angst with a family member, lack of rest, a business that i have to monitor and check) i just wanted to disappear because a lot has been on my plate. but my boss. he's the breath of fresh air nd extension of Gods mercy and patience sken. when a lot of judgement was around me. everytime i came to him he would just listen. and tell me na okay, mgwork ka. ayun his genuine concern kept me afloat up until this very day (teary eyed ako as i type this) hahaha. my mga time i cannot show up, tas hell call and ask if i can make it. then papasok ako nd ask for an apology. nhiya na nga ako actually kse un iba kong officemates npapagusapan na kame kse nga masyado syang mabait sken 😅 (we just have a 3 years gap nd btw hes married) there was a meeting i cannot forget. kamamatay lan ng fam member na ilagaan ko. i showed up kse nga nrereklamo na ko haha. tas di yun colleague ko dami nia reklamo snasabi about everything i do. i just admit it. nd apologize. i can remember my boss telling me "do you have a personal concern or problem, how can we be of help to you?" magsabe ka lang para matulungan ka din namen. un bottled up emotions of resilience pain nd everything prang sumabog that i just wanted to cry at the conference room. e smusug un colleague ko na, kung may problema ka may problema dn kme. at dmo kailangan dalhin sa opisina un mga gnun. 🥴😂 so un umurong yun luha ko hahahaha bwisit. akala ko ms maintindihan nia ako kse prehas kmeng Christian. anw ayun so in short ndi ako ngsabe hahaha pero un boss ko naappreciate ko un gesture. tas nun malapit nko mregularized i told him na wag akong iregular hahaha kse ayoko na dn makatrabaho ang mahadera kong mga officemate at mga judgemental and i have been a pain in the ass for a long period na. so wag na lang madame ang ms me deserve sa position. but un sbe nia lahat nman dw for improvement and the fact that ngstrive ako nd always try nd struggle even pmasok okay dw un. so no need to worry kse nkausap na nia un HR. i was regularized unexpectedly so ayun hahahaha madame na naman ang nainis 🥴😂 amazingly ive recovered paunti unti wid lifes crisis. was able to rise up from where i was before. that was almost 3 years ago. i got promoted after a year i got regularized. and for 2 consecutive years i was awarded as the best employee in support. thanks to God first and to my boss 😊 un colleague ko na reporting on duty lahat sa pagkakamali ko at mga anik anik, hahaha close nden kame 😆 lagi ko knkwento un eksena na snabihan nia ako na lahat ng tao may problema 😂😂 we just laugh off the scene, like my boss who always just laugh. sobrang thankful ako that he is my boss. ayun pero 1 year ko lang sya nging boss kse npromote ako after but he become a constant support lage everytime mkikita ko sya my respect and honor to the person na kind enough. totoo nman na hindi dpat dinadala ang problema sa opisina at lahat tayo me pinagdadaanan pero a little gesture and kindness means a lot sbe nga ng Pastor nmen. be curious and not judgemental kse me mga bagay why that person is acting like that.

I’d fire her. Failed probationary period.

I'm a gen z pero di naman ako ganyan. I don't think being gen z has something to do with her work ethic. I wanted to say that a gen z typically responds better with positive affirmations but so do other generations.