Any advice to combat an irritating office situation?

Question

One of my co-workers has established herself as the 'office-irritant'. She never takes the time to learn program-policy for herself and when an applicable situation arises, she goes from person-to-person to try to find out what to do. We have all tried to be civil with her. We have all tried to tell her (in the nicest terms) to sit down and read the policy for herself...to get an understanding of the policy for herself...to apply the policy for herself. However, she has just about frayed everyone's nerves. She receives the same pay as everyone else. The time has come to 'handle' her ineptness and incompetence. We don't want to 'dig-a-ditch' for her, but we have all had enough! Any sound advice on 'what-to-do' BEFORE we take the complaint to management?

Answer 1

I work with Army policies daily.
It's a giant book.
Newbies get the benefit and can ask questions...
but after three months...they are on their own.

When I'm asked by someone who's dependent upon people for this type of training...my answer is usually
"Gee, I'd have to look it up...here's the book...you do it."

There's no excuse for this person th draw the same pay and expect you to do her work for her. If you don't feel up to professionally ostracizing her...I say
take it to management and save yourself the irritation.

Good luck.

Answer 2

You have a good sampling of ways to handle the matter from the answers given so far. I am wondering why this person does not use her supervisor more. The supervisor should appreciate an employee who actually wants to use their direction - assuming she is not lazy, incompetent or a user of other people in general.

In my 20 years of public service I found the regulations to be intrusive in actually getting the job done. I always advised new employees to avoid the training manual because the only serious learning to be done is actually doing the job. In the field of Child Protective Services that is the only humane approach to take. People's lives do not fit into the paragraphs of a manual. So, I went out there and assessed and evaluated and came to the truth and proceeded on that evidence. Fortunately, I had superb supervisors who did not sweat the small stuff. Rules and regulations are guidelines to be taken serious only by supervisors who have the ability to sidestep the small stuff to get the important stuff accomplished in a humane way. Afterall, what is best for the child may not fit the department's fear of liability priorities.

When a colleague asked for a lot of direction I would clearly and sincerely walk them through the process, often writing down some main points. I showed them how I filed things that I absolutely had to have available. Often, however, I would ask anyone nearby if they had a certain form, could remember what a manager had said about an issue or if they had a phone number I was unable to find. I always knew what I was doing and always certain I made the right call but I never quite "got" the little stuff related to rules and regulations. So, I marched into the supervisor and said, "Where is it written that we have to,...." The supervisor always came through. I am sure I was a pain to some but I never hesitated to give full attention to anyone who was sincerely asking for info. In the end, I gave more than I got.

Have a frank, no PC talk with the woman. Possibly all of you are so protective of your "knowledge" that you don't want to share lest another gets a hand up on you. Ask what Jesus would do.
Cheers.

Answer 3

Have you assured yourself that she can not only read but comprehend what she reads? If she is not dyslexic, can comprehend, and still does not take the time, there is yet another obstacle. Is the document so long that she is unable to decipher what is being said?

Perhaps a simplified version is needed. If not, then you should hit her square between the eyes before going to management.

"Irritant, on several occasions you have run into the [policy issue] and on each occasion have used us to solve the [policy issue]. Each time you have been warned that you really need to know this information to process it in a correct manner. Since you have ignored all requests for you to take the time and attempt to grasp the policy. Since you lack the initiative, we have no choice but let management know that you cannot or will not utilize the policy on your own. " Follow it with, "Can you offer a valid reason why we shouldn't go to management? Do you understand the import of your not handling the [policy issue]? If so, hear her out. If it is valid [open mindedness here], tell her "the very next policy issue is hands off from us, you will have to deal with it on your own, and if you cannot hold up then we'll have to notify management."

That way, you know you did all you could and there is a light at the end of the tunnel for all concerned. Even for her. She will then definitely know that she only has one more chance to grasp this policy, she also knows that time-wise she should have grapsed it, so if she hasn't it lets her know that she is not operating up to par, if she was not aware of that - she is now. Her input is a help to see where she sees herself. It may be why she has not been able to produce when it was necessary.

I really don't know how you train, but I once had a woman who could not get something, and I asked her while training to take copious notes, I made grids to help trigger certain actions, we did a hands-on training, because some people only learn by going through it - unfortunately, this task only raised its head every 3-4 months. On two separate occasions I was not around to assist and she was summarily fired.

Now, I know reptition is a helper when training. If what she is asked to do is not done frequently enough to stick, work with her.

I hope this helps.

Answer 4

Well, one thing for sure, you guys have been misreading her. She is quite competent and "smart". She has been able to get an entire office to help her not do her job. She has found out that even though no one wants to help her, that by going from worker to worker she gleens enough from each one to get by. Let her dig her own ditch. Cut her off. Just say, sorry can't help you, and go on about your work. Ignore her request. Don't go into any dissertation about what she should do, just CUT HER OFF! She knows what she should do. The least amount of conversation you guys have with her about the situation the better off you will be.
This will take some time as it has taken some time to create this state of affairs. Eventually, even though she will not like it, she will get the idea and leave everyone alone. If indeed this does not work, then it's time for management to intervene. There will not be a one of you that will have anything to feel guilty about.

Answer 5

Just take her on a side and express your concerns and problems that you have with her... If that does not work just go to the management or even HR and discuss this with them, they are the best places to seek help. Having such person is not fun and does bring your self-esteem down and it is not worth it. Or if there is nothing that you can do just ignore her and try not to bother when she does come to you and ask for your help. Just tell her go, read policy and then when you understand it come back to me and ask... There are types of people that will never learn and they are rude and want to ride on your bandwagon, that is not fair and sometimes there is not much that you can do... But talk to your HR and Management first and discus this with them... They will be in much better position to answer your questions and concerns and maybe take appropriate actions.

good luck.

Chris

Answer 6

My suggestion would be to give her wrong information. This is assuming that her not doing something correctly wouldn't affect the company's bottom line. When she asks you or one of your co-workers for guidance on a policy or proceedure tell her the wrong way to do something. If it comes back as an error and she is confronted with the mistake what is she going to say "Well I'm not very familiar with the policy, so I asked "Beth" or whomever and this is the answer they gave me." She's not going to admit asking someone else for guidance.

My other suggestion is to band together and say: "Look you lazy *** Troll find it yourself and don't ask me or anyone else again. It's in the manual and if you're not motivated enough to look it up yourself then f**k off." If you don't like her anyway who the hell cares.

Answer 7

if she has any one who she would consider a friend, have them take her to lunch and revel "I heard they might be looking to fire you" when she asks why "well I guess a few people went to the boss and said that you have asked them about XY and Z and they told you to read the policy for yourself and they said you go around and keep asking".

Otherwise go ahead and bring it up to management, if you all have told her numerous times, that's warning enough. Maybe losing her job will teach her to open her ears more. Maybe it will allow a better suited person in to get the job.

I say go for the latter, there are enough unemployed people who are talented enough, so companies should weed out people who can't do the job, or refuse to.

Answer 8

It must start from all of you.
Stop giving her that kind of help where it is her responsibility to know. If she does not follow the policy/procedures she is going to bury herself. It is her own funeral.

This is the best way to handle.

The reason she is coming to you all is because she is lazy to learn, read the manual. If she continues to make mistakes, let her. Management will catch on sooner or later.

Answer 9

I agree, go to management. Explain the situation. Let them know that although you are all willing to help each other out when they need it, you feel that "carrying" her through her job has lessened your ability to get your work done with as much detail as it deserves. Let them know that it isn't just you, that it is an "office community" thing. Also stress that you are still willing to help out co-workers, and your co-workers feel the same way, but doing her job for her and continually teaching her takes away from your own duties. Suggest that they either send her to classes or to let her know that she cannot continue to disrupt others for every question she has.

Answer 10

Good luck, shes probably related or involved with someone in management and will eventually be promoted well beyond her level of competancy and thus really begin to make everyones lives miserable, and never recognize the damage she is doing in other peoples lives because she is so self-centered and the world revolves around her and no one else matters.