Lifescripts, 3rd Edition

45Responding to a Direct Report's Request for Time Off

STRATEGY

As a manager, you're no doubt aware that the easiest way to earn a reputation as a bad guy is to say “no” to a direct report without being able to give them a good, solid reason for your refusal. But if you can legitimately back up your rejection, you've a chance of coming across as a human being while still maintaining managerial control of the office. When a valued, hardworking employee has already used up all their sick/personal time, you must be clear in your own mind as to what you and the company consider legitimate reasons for additional time off. For example: time off for a doctor's appointment or having to close on a home purchase might be acceptable—both events must be scheduled during business hours and are important. On the other hand, time off for sports events or taking a son to look at a college shouldn't be acceptable—since these are activities that can easily be taken care of on the weekend and aren't essential. If your direct report's request is legitimate, the only reason you can give for turning them down is that their timing is bad: things are simply too busy at work for you to let them have that day off…at least not without compensation time. If you feel their request is unacceptable, your tack will be to invoke precedent, as in, “If I let you have the day off to go to the Monster Truck Rally, before you know it I'll have everyone coming in here asking for days off.” Just remember: Whatever ...