When a manager says You’re not available enough, it can be a frustrating and ambiguous feedback. As an employee, you want to ensure that you’re meeting the expectations of your role, but it’s essential to understand what your manager means by available. Are they referring to your workload, work hours, or responsiveness? To address this concern effectively, it’s crucial to have an open and constructive conversation with your manager.

Firstly, it’s essential to acknowledge their concern and show that you’re committed to finding a solution. You can start by saying:

I understand your concern, and I appreciate your feedback. Can you help me understand what you mean by ‘not available enough’? Is there a specific issue or instance that led you to feel this way?

By asking clarifying questions, you’re not only showing that you’re willing to listen but also actively seeking to understand the root cause of the issue. This helps to avoid misunderstandings and ensures that you’re on the same page as your manager.

Once you have a clear understanding of their concerns, you can start discussing potential solutions. If your manager feels that you’re not available enough due to your workload, you could say:

I’ve been prioritizing my tasks to meet the deadlines, but I understand that my availability might be limited during peak periods. Would it be possible to discuss ways to delegate tasks or adjust priorities to ensure that I’m more available for the team?

Alternatively, if your manager is concerned about your work hours, you could respond with:

I’m committed to working my scheduled hours, but I’m open to adjusting my schedule if needed. Could we explore flexible work arrangements or staggered shifts to ensure that I’m more available during core hours?

It’s also possible that your manager is concerned about your responsiveness, such as not responding promptly to emails or messages. In this case, you could say:

I apologize if my response times have been slower than expected. I’ll make sure to prioritize my responses moving forward. Would it be helpful if I set up automatic notifications or reminders to ensure that I respond to messages in a timely manner?

In some cases, your manager’s concern might be related to your overall work style or communication approach. If that’s the case, you could respond with:

I’m committed to being more proactive in communicating my availability and schedule to the team. Would it be helpful if I sent out regular updates or used a shared calendar to keep everyone informed about my workload and availability?

When discussing solutions, it’s essential to be open-minded and flexible. Be willing to consider alternative approaches or suggestions from your manager, and remember to:

Thank you for sharing your concerns, and I appreciate your willingness to work together to find a solution. I’m committed to being more available and responsive moving forward.

By having an open and constructive conversation, you can address your manager’s concerns and find a mutually beneficial solution. Remember to:

Keep me accountable for my availability, and I’ll do the same for you. Let’s work together to ensure that we’re both on the same page.

In conclusion, when a manager says You’re not available enough, it’s essential to have an open and constructive conversation to understand their concerns and find a solution that works for both parties. By asking clarifying questions, discussing potential solutions, and being open to feedback, you can address their concerns and improve your overall work dynamic.

Be kind ❤