Job Doc

Pattie Hunt Sinacole discusses what is reasonable and what’ not

Q:  Last week I was admonished by my direct supervisor for spending too much time on my personal phone, while at work.  I was absolutely shocked, since all of my coworkers also spend time checking their personal phones for texts.  I don’t think others are receiving these types of comments.  It feels very unfair.    

A:  A supervisor’s role is to oversee their employees.  Their role is to also ensure that employees are focused on work-related tasks.  Addressing performance-related concerns is one of their duties. 

Excessive use of a personal phone may be one of those tasks, which fall outside of an employee’s expected responsibilities.  I am not sure how you definite “admonish” but I assume it means your supervisor addressed your phone use via a verbal conversation. 

A few questions on the fairness concern that you raise.  Most supervisors will attempt to give an employee feedback privately.  I do not know this, but my guess is that if your supervisor had concerns about others, your supervisor may have addressed this concern with that employee directly and privately.  Others may not prefer to share that they have also been spoken to you by your supervisor. 

A supervisor usually is not eager to discuss concerns with an employee.   Often the supervisor will hope that the concerning behavior corrects itself.  I think all of us have concerns about confronting another person.  Please understand that most supervisors are dreading the moment that they have to provide this feedback to an employee! 

Texting and use of a cell phone during the work day should be limited to urgent issues.  Examples of when it might be appropriate is when an employee expects to receive a call from a physician’s office or if a family member is ill. Of course, if you choose to use a cell phone during your lunch break, that should be 100% acceptable.  In Massachusetts, employees should be provided an unpaid 30-minute break if their shift is six or more work hours.  During this meal break, an employee should be free from work-related responsibilities, and be able to text or call others.  However, during your regular working hours, your personal cell phone use should be infrequent, not the norm. 

I am hoping that your supervisor was clear about expectations regarding cell phone use and texting.  Even a comment like, “Hey, let’s focus on work rather than texting during the work day,” might be an effective way to convey this message. 

Your supervisor should be holding you and your co-workers accountable.  Consistent expectations are ideal, though there may be limited circumstances when one employee may need some flexibility.  As an example, if a co-worker is battling a serious medical condition, a supervisor may try to offer a little bit more lee-way to this individual.

Sometimes there may be circumstance that you may not be aware of, but your supervisor may know about.  You may not have access to the same information, as a supervisor might.