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> I’m not sure if to tell my boss, tell the company Let's be honest here. You know the right thing to do is to tell your boss / company. As someone who has sa

> I’m not sure if to tell my boss, tell the company Let's be honest here. You know the right thing to do is to tell your boss / company. As someone who has sat on the employer side of the table, I can tell you that there's nothing that pisses off an employer more than an employee that tries to hide things, and then, by the time it becomes known, its too late. Its always better to be proactive and resolve a problem before it becomes a PROBLEM. Speaking frankly for a moment, do you honestly think your employer will be happy if you say nothing during your probation period and then you start claiming sick leave and vacation days on Day One ? Honestly, the best thing is to be grown-up about it and talk to your employer. Your employer will appreciate it. You will feel less stressed out about it. Win-Win.

tekstar 4y ago
OP don't listen to this unless you care more about your employer than yourself.
arianvanp 4y ago
This is terrible advice.
- devoutsalsa 4y ago
  It’s great advice if you like being unemployed.
pcurve 4y ago
I’ve been on both side of the table and I understand the reluctance. It’s a way for employees to retain semblance of control even though it could appear misguided. Truth is, by the time the employee is ready to move on, it’s already too late 90 percent of the time. The op wants to make sure he or she maximizes probability of succeeding at this company and frankly you don’t do that by announcing to your boss you are suffering burnout a few months into the job unless you have strong internal network and leverage.
sokoloff 4y ago
I'm an employer and agree with the sibling comments that this is terrible advice. Your employer isn't your family or friend and, especially during the probationary period, you need to muster up the performance needed to pass that hurdle. I'm sorry that you're struggling with burnout, but if your remaining period is a few more months, find the grit to make it through that, then you can tell your employer about the struggle and any additional support you need. Any employer that has an 8 month long probationary period is probably not going to be the type to suddenly be super-supportive if you say you're burned out halfway through it. I'm assuming that if you could afford being out of work for 6 months to recover from burnout, you'd have mentioned or executed that, so that best course of action is presumably off the table. Here is a time to be consciously selfish on behalf of yourself and your family and, to me, that means hiding the problem as best you can from your employer. (Feel free to get whatever support you can from other sources, just not the job.)
tartoran 4y ago
Yeah, like employers don’t hide things? This is a not a good advice for a human being with a family who is going through an industry created problem and does not have the funds to take a break. For burnout a break is needed but many employers would be so inconvenienced that they’d easily choose discarding that employee, even if the break is not paid.
thomastjeffery 4y ago
If you're frustrated with employees for not communicating with you, is that because communication is solely their responsibility? Whether you like it or not, communication, and the lack thereof, is dependent on both parties. If someone is hiding something from you, then they are failing to communicate; but that isn't the whole picture. What role do you play in this lack of communication? Are you giving them opportunities to communicate with you? Are they afraid of how you might react? Could you do anything to make them more comfortable? Considering you have had this happen more than once, it would be in your best interest to change something about the way you communicate in this context. You can be proactive by telling all your employees how you would react to this hypothetical situation. If your reaction is going to be positive, then they won't have any reason to hide from you, but only if they know that. And if your reaction is going to be negative, then you are both headed to a place neither of you wants to go. Can you steer the ship in a more positive direction? Can you at least promise to try? You're expecting a lot of initiative from someone who is already burnt out and afraid of getting fired. Whether or not you created this dynamic doesn't matter: you are in the best position to resolve the problem. After all, that's literally your job.
- traceroute66 4y ago
  > If you're frustrated with employees for not communicating with you, is that because communication is solely their responsibility? I've only got two words for you: Fuck You. You don't know me, so how dare you make such insinuations. TL;DR: I come from the "Treat others how you wish to be treated" school. This means I am very much conscious that my role is responsible for feeding families and paying mortgages. I am open and honest about anything that may affect my employees. Good news or bad. It gets propagated without smoke and mirrors. I pay for all employee's lunches. I am very flexible on things like holiday time. In return I expect employees to make ample use of my Open Door. On the RARE occasions that an employee hides things from me (whether personally or related to their work for a client), I find it very upsetting and I take it personally. I go above and beyond for my employees, its not too much to expect the same in reverse. And YES, I realise not all employers are as generous as me. But it doesn't detract from the fact that holding back information from your employer is not going to help your cause. Harsher employers will no doubt feel less inclined to help you if you held back from them.
goodpoint 4y ago
> Let's be honest here. Are you being honest? This advice benefits only the company and it's terrible for the employee.

tekstar 4y ago

OP don't listen to this unless you care more about your employer than yourself.

arianvanp 4y ago

This is terrible advice.

devoutsalsa 4y ago
It’s great advice if you like being unemployed.

pcurve 4y ago

I’ve been on both side of the table and I understand the reluctance. It’s a way for employees to retain semblance of control even though it could appear misguided. Truth is, by the time the employee is ready to move on, it’s already too late 90 percent of the time. The op wants to make sure he or she maximizes probability of succeeding at this company and frankly you don’t do that by announcing to your boss you are suffering burnout a few months into the job unless you have strong internal network and leverage.

sokoloff 4y ago

I'm an employer and agree with the sibling comments that this is terrible advice. Your employer isn't your family or friend and, especially during the probationary period, you need to muster up the performance needed to pass that hurdle. I'm sorry that you're struggling with burnout, but if your remaining period is a few more months, find the grit to make it through that, then you can tell your employer about the struggle and any additional support you need. Any employer that has an 8 month long probationary period is probably not going to be the type to suddenly be super-supportive if you say you're burned out halfway through it. I'm assuming that if you could afford being out of work for 6 months to recover from burnout, you'd have mentioned or executed that, so that best course of action is presumably off the table. Here is a time to be consciously selfish on behalf of yourself and your family and, to me, that means hiding the problem as best you can from your employer. (Feel free to get whatever support you can from other sources, just not the job.)

tartoran 4y ago

Yeah, like employers don’t hide things? This is a not a good advice for a human being with a family who is going through an industry created problem and does not have the funds to take a break. For burnout a break is needed but many employers would be so inconvenienced that they’d easily choose discarding that employee, even if the break is not paid.

thomastjeffery 4y ago

If you're frustrated with employees for not communicating with you, is that because communication is solely their responsibility? Whether you like it or not, communication, and the lack thereof, is dependent on both parties. If someone is hiding something from you, then they are failing to communicate; but that isn't the whole picture. What role do you play in this lack of communication? Are you giving them opportunities to communicate with you? Are they afraid of how you might react? Could you do anything to make them more comfortable? Considering you have had this happen more than once, it would be in your best interest to change something about the way you communicate in this context. You can be proactive by telling all your employees how you would react to this hypothetical situation. If your reaction is going to be positive, then they won't have any reason to hide from you, but only if they know that. And if your reaction is going to be negative, then you are both headed to a place neither of you wants to go. Can you steer the ship in a more positive direction? Can you at least promise to try? You're expecting a lot of initiative from someone who is already burnt out and afraid of getting fired. Whether or not you created this dynamic doesn't matter: you are in the best position to resolve the problem. After all, that's literally your job.

traceroute66 4y ago
> If you're frustrated with employees for not communicating with you, is that because communication is solely their responsibility? I've only got two words for you: Fuck You. You don't know me, so how dare you make such insinuations. TL;DR: I come from the "Treat others how you wish to be treated" school. This means I am very much conscious that my role is responsible for feeding families and paying mortgages. I am open and honest about anything that may affect my employees. Good news or bad. It gets propagated without smoke and mirrors. I pay for all employee's lunches. I am very flexible on things like holiday time. In return I expect employees to make ample use of my Open Door. On the RARE occasions that an employee hides things from me (whether personally or related to their work for a client), I find it very upsetting and I take it personally. I go above and beyond for my employees, its not too much to expect the same in reverse. And YES, I realise not all employers are as generous as me. But it doesn't detract from the fact that holding back information from your employer is not going to help your cause. Harsher employers will no doubt feel less inclined to help you if you held back from them.

goodpoint 4y ago

> Let's be honest here. Are you being honest? This advice benefits only the company and it's terrible for the employee.