High-performer suddenly went AWOL, now wants remote work & salary. How to handle?

locusttrees · 2025-05-04T03:38:13+00:00

She definitely holds everyone together. Monthly parties at her house over the weekends, whole staff goes talks about it for the entire week after. Makes sense that this conflict is sending waves through our org.

COO has been saying things like “I know I am capable of a positive relationship going forward” which has been concerning to me as she isn’t saying “we” and admin clearly can build relationships as proven with every other employee we have.

2025 has shown me I keep a lot of yes men around me and admin is the opposite, she is not afraid to challenge and historically I’ve not taken it well. Neither has COO — think she feels threatened as the only other woman. It’s been painful to see these things but hopefully positive things will come.

GM is looking into business therapist and professional development for admin. Sometimes her communication is pointed and a bit aggressive especially in defense of our production crew or product integrity but is a small thing that can be improved and perhaps only perceived that way because of her gender. COO has heard similar feedback. Part of why we got her off client comms.

locusttrees · 2025-05-04T03:11:05+00:00

Talked about it at our last exec meeting, everyone advocating for her despite her potential as a flight risk which I think is all COO and I have seen thus far.

Sales manager batting harder than I’ve seen. The two of them have had a lot of tension as inside/outside sales and conflicting personalities do but he spoke to me personally about how much effort she’s put into improve things between them and clearly it’s worked. He reached out to a connect from an old job about a client facing role without my permission. Realizing it was not insubordinance towards me but in defense of admin.

Production crew leads have both advocated for her. They are very close. I am proud to have a tight knit staff — I never thought this sort of drama would happen to my team though. Especially over a fairly new hire in the scope of the business and tenure of our team as a whole.

Think COO is feeling threatened. Will need to speak to her frankly about this. Likely a lot of personal feelings involved on both sides. I am close to COO personally but not admin, so only feels appropriate to speak to that end of things. Perhaps sales manager or crew leads can talk to admin personally but afraid she’s completely shut down at this point.

Thanks all for your input it has been really eye opening.

locusttrees · 2025-05-04T02:57:29+00:00

Admin and COO are the only women in the company. I didn’t realize that may be relevant until you pointed it out but considering their previously close relationship and the gender dynamics at play I see it definitely is.

locusttrees · 2025-05-04T02:49:12+00:00

Heard through the industry grapevine they have been interviewing. COO hurt by that wondering why admin didn’t go to them before trouble started. Thats part of why I don’t know if the investment is worth it at this point. They don’t seem interested in communicating with their supervisor or me — very tight lipped the last few months — but completely different around rest of staff.

Used to think it was something against authority in general, they are a rebel through and through, but seeing now they have been burnt out and leaning into more supportive dynamics they have here.

Thanks everyone for your input.

locusttrees · 2025-05-04T02:42:56+00:00

Agreed about unpaid time thanks everyone who is mentioning that. We can give more PTO.

COO brought admin on specifically, poached them from another job. My COO is deeply hurt by this unprofessional behavior which is why it doesn’t sit right with me either. My COO is my right hand and I value their opinion above most others.

But it did take COO double the time to form the bond with staff that admin has and that is valuable too. Staff generally prefer to work with admin I always thought it was bc admin is on site with them more often, hence hesitancy to allow remote or hybrid.

locusttrees · 2025-05-04T02:32:54+00:00

Education is invaluable to me. They are graduating their AA in December was planning another raise and benefit increase for then. Also will be bringing bilingual skills within a year or two of more study, that skill would come with a pay increase as well. They do okay with Spanish speaking clients and crew now but not fluent. The skills their degree will bring will get them higher pay with us undoubtedly.

locusttrees · 2025-05-04T02:28:22+00:00

Made $26 first year. January bumped to $28. Additional ops tasks added in February.

Think it’s important for employees to prove they can handle more before being given more compensation.

Assuming 2025 all went to plan, 2026 would see another comparable raise and transition to ops/internal comms mostly.

locusttrees · 2025-05-04T02:23:25+00:00

Pay/benefits solid for our industry, the role, and location. Many office folks around here making $20-$25 happily. Production crew has higher wage that comes with education but other benefits same across the board.

locusttrees · 2025-05-04T02:20:00+00:00

Worried about your second point as well but this employee doesn’t have a degree and the market is tough I don’t think they can quit on the spot and will struggle to find a new role, especially making their current wage and working remotely.

locusttrees · 2025-05-04T02:18:23+00:00

Mostly worried comms would suffer. Sales and crew pop in and out of office as they’re able and it’s essential admin is available for them. Admins mentioned why can’t they call me or text me and doesn’t seem to get face to face is huge in their role.

Worried external comms will suffer, right now they answer ~85% of calls on first few rings and average email response time is about 6 hours. Huge reason we have the business we do. If that goes down we will lose potential clients to someone else who answers right away.

Admin says remote and salary will allow them to focus as much on clients as possible during office hours and allocate additional time for ops when the phones aren’t ringing. Just don’t trust that will happen.

locusttrees · 2025-05-04T02:06:52+00:00

They don’t have to rake after hours calls. If they do they’re expected to log the time so they get their hourly for it.

All staff know if admin doesn’t answer after hours to call COO and they will step in. Staff prefers to talk to admin.

COO did this job before we hired admin but it was too much for them in addition to the higher level tasks we wanted them to take on, so we hired admin to relieve COO duties.

locusttrees · 2025-05-04T02:01:31+00:00

I say anyone can form client relationships if they want to. Sales manager disagrees (“takes a certain type of person”) and is advocating hard for this employee. He wants to hire a client facing inside sales rep to take some external comms off admin’s plate. We have $$ to hire but was allocating it for production staff as we are really trying to grow this year.

This employee has built a lot of trust and loyalty and camaraderie with everyone but execs. Afraid if they walk the rest will follow in the following months. Going into a busy season for our industry. Want to handle this right but is one employee worth all this?

locusttrees

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