one of my employees did something really dumb, and it could affect other employees. After telling her why it wasn't the right thing to do, she wanted to discuss it further. I told her that I was in no frame of mind to discuss it, that I was very angry and very disappointed, and that I needed time for those feelings to pass to discuss it rationally. She has now asked for a meeting with HR, and I am sure it is to discuss this. Thoughts?
2006-06-23 03:08:01 · 14 answers · asked by glenlivet@rogers.com 1 in Business & Finance ➔ Careers & Employment
I would contact HR and tell them that you are planning a meeting with this employee to discuss her actions. Just tell them that you were very upset by her actions and you felt better about discussing it after both of you had time to collect your thoughts.
2006-06-23 03:12:20 · answer #1 · answered by rockinout 4 · 0⤊ 0⤋
I would agree with others that your response was a correct one. But so was the employees response to contact HR. As her Manager you have the upper hand, by delaying your response, although appropriate, has still left the employee feeling defenseless. The fact that you recognized you were to angry to communicate effectively shows maturity not to mention knowing when you are that angry. My experience is most people encountering a similar situation would not have stopped to think. What you did shows strong leadership skills, most Managers would have responded the way one of the people who answered you, he would have pulled rank. You in the leadership role must always exhibit a professional demeanor. The fact that you let the employee know your feelings has in some respect already let the employee know there may be repercussions for their actions. As far as HR is concerned, I believe they would agree you took the right action, and may offer mediation. Now prepare for your next step in this process. Remember that corrective discipline is always a way not only to correct bad behavior, it is also designed to help the employee as well. We must not forget that one bad incident with an employee by no means indicates how effective they can be. I would suggest in the future to first cool off, but do it quickly, do not let more time than necessary to hear the employee out, there may have been a physical or emotional reason when mistakes are made. Your most valuable resource is your employees. Good luck with HR.
2006-06-23 12:13:38 · answer #2 · answered by Causerie 1 · 0⤊ 0⤋
I would record everything that occured and what you said. It is okay to say what you did. It is better to wait until you can discuss such things rationally. It seems that the employee lacks this rational thinking and is getting angry because she got caught doing something wrong. She should realize that it is better to discuss it later when all parties have had time to think the matter over carefully than to blurt out irrational words in anger. Translation, think before you speak. You have made the wise decision.
2006-06-23 10:14:52 · answer #3 · answered by zharantan 5 · 0⤊ 0⤋
It is ok, but it sounds like you may have shown your anger to the employee. It may be more professional for a manager to contain those feelings. You could have told the employee that you wanted to let everyone calm down and investigate furnter before discussing.
I would get your points together before you talk to HR so you can be rational.
Emotion in the workplace is always difficult.
2006-06-23 11:59:34 · answer #4 · answered by BluedogGirl 5 · 0⤊ 0⤋
Wow, I am feeling for you. I think you did the best thing. Conversations had in anger are counter productive. I did the same thing with my 13 year old son the other night. I was angry and he kept trying to talk to me and I had to ask him to let me be quiet because I didn't want to say anything that I would regret. I am so glad I did that or I would have said some things that I didn't really mean. It would have been the anger talking. You are not clear headed while angry. I'm with you, calm down first.
2006-06-23 10:14:02 · answer #5 · answered by Vivreici 3 · 0⤊ 0⤋
That probably wasn't the best thing to say on your part but I can understand where you're coming from. If a similar situation comes up again I would recommend saying something along the lines of "We can discuss this once I put some thought into it".
2006-06-23 10:13:41 · answer #6 · answered by Jeff 3 · 0⤊ 0⤋
Well, if you're in a management position, it could come across as a mature response-- to want to be as level-headed as possible when discussing serious matters.
On the other hand, a management position may require that you never allow yourself to get to a state wherein you're too angry to discuss things. It may hint at personality traits you don't want hinting at, like irrationality, short-temper.
You haven't done anything WRONG by any means, though.
2006-06-23 10:13:38 · answer #7 · answered by ishotvoltron 5 · 0⤊ 0⤋
That is perfectly acceptable. In fact, it should be a prerequisite in most all discussions where there are inflamed tempers.
Now, the HR angle. You might want to go to HR yourself, to let them know you aren't trying to glaze this over, but are letting level heads prevail. Try not to come off as being right, just let them know your feelings regarding a "cooling off period" before discussing it.
Good luck.
2006-06-23 10:15:56 · answer #8 · answered by Anonymous · 0⤊ 0⤋
You are very wise in not talking to the employee while you are still angry. Waiting until you are calm will have a much better outcome.
2006-06-23 10:12:55 · answer #9 · answered by Irish1952 7 · 0⤊ 0⤋
communication with employees is very important.
The lack therof will lead to other problems down the road.
The important think to remember, is that the employee is a real person. And its just a job....
2006-06-23 10:14:50 · answer #10 · answered by Anonymous · 0⤊ 0⤋