What to do about an obnoxious co-worker?

Question

I am a kind of young Jr. Accountant in an Urban school district. I have often felt the effects of "reverse racism", but I have a co-worker who refuses to do her job, is snide, and down right disrespectful. (It's almost impossible to get fired here). Since she was transfered during a reduction in force over 3 years ago, she has single handedly been the downfall of our department. She does so little work that my boss had to hire another secretary to make up for it.
She spends all day doing "church stuff," "reunion stuff," or is loudly/rudely on the phone long distance to family. She acts like she's better than anyone else. If someone needs something done she acts all pissed off - how dare we ask her to work.

My boss is out on vacation and I'm in charge, but now I'm at the end of my rope with her. I bring up the race thing because we have a very mixed office and there are definite differences in how she treats whites and blacks and there are no problems with anyone else.

Just an update, yesterday was the worst. She apparently had a VERY LARGE stack of work on her desk for two weeks--this included book orders--that we thought had been completed on Monday (high priority) as well as a class trip that was this morning. Yes, now these are going to be resolved, but there's no excuse for that...as one co-worker put it "she doesn't do that much work in a year"...and today she's been filing her nails all morning...My authority is limited to doleling out work, but I did talk to my boss's boss yesterday, so at least someone was notified...

She doesn't have longdistance access on her phone, she waits until someone who does is out of the office...She refuses, however to answer any work related questions when she gets phone calls, she won't file or photocopy, and she won't walk the extra 3 feet to hand me something she would normally put in my boss's in-box...

Thanks for all the great suggestions!

Answer 1

Racial intolerance is a very serious and sensitive issue in the workplace. Have you filed a complaint with HR that you are treated differently by this employee soley because of your race? Has she made any racial comments to you or others?

I was a manager of a customer service call center and I had an employee who seems very similar to the person you're describing. Ever time she did something "wrong", I would talk to her one on one, addressing the issue and advising of what actions she needed to take to resolve the issue. When she continued in the same manner, I wrote her up. This went on for some time (I know how hard it is to fire someone) until she finally got sick of me (and my boss) looking over her shoulder all the time and checking up on her work. She ended up quitting, which was ideal for everyone. In your situation it sounds like you need back-up from your boss on this. Tell your boss she isn't pulling her weight and it is causing the other employees to lose morale. Suggest that every one turn in a progress report every day/ or week detailing what they accomplished. This will surely "out" the employee who never does her work. If you needed her to do something and it didn't get done, you can add this to your report.
As a manager, I made daily task lists for my employees which detailed what they needed to do each day and how long it was expected to take them. For instance, if they have 3 jobs and they take 2 hours each, you only have 6 hours of work. Easily accomplished in one day right? So if someone is behind, they would have to explain why, as they have 2 extra hours for any problems or special projects. Suggest that your department do the same. Managers don't want to hear problems unless you bring a solution.
Good luck!

Answer 2

You could try this!
http://www.joe-ks.com/MultiMedia/CoWorker.wmv

or
First is she another race than most? I worked with a black woman that used the fact that she was, to her advantage. She even did her nails in front of our boss instead of doing what she should have been! Because of the equal opportunity laws, this company kept her there so she could keep them from getting in trouble with the government. It infuriated me, because the year before she was hired, I got in trouble for not working hard enough! Though I brought it to their attention, they did nothing. I quit instead! It is a double standard that I could not tolerate. I am not racist at all. I just want fair treatment for all.
Since you are the boss right now, I would keep track of what her duties are and if she has finished any of them. Write it down. Does your company have a system in place that evaluates it's employees? This is something that can show your boss what each employee is doing and if they are doing their job. Bring it up with your boss, when he/she gets back. Explain that you think this would get more out of the employees if they knew they would be evaluated. Most companies do this now. This place is losing money and moral because of this person. Go higher in the management to see if you canget better results there. Could it be possible that your boss doesn't get to see her in 'action'? You could video her..I have worked for others that would never let her do this.
Personality clashes can cause the same kinds of problems in the work place and must be dealt with to keep things running smooth.
Sorry that you have to deal with this everyday.
Buy some duct tape! LOL!

Answer 3

Sounds like you need to set the biatch up. Have her break a rule or screw up something and make sure she gets caught. You can give her attitude right back to her and straight up tell her that she needs to do her own work. I confront people like her whenever I encounter them. They think they can be the worst ***** on the planet.... They have no idea! Keep it clean and don't resort to any racial remarks or anything that could be construed as politically incorrect. Someone needs to call the biatch out on her attitude and it just might have to be you. It can make things ugly but if she is an overdramatic, racist person she will respond in a way that would make HR's heads spin. Make her do it in front of witnesses. Tell her, in front of others the next time she offends you that you will not be spoken to like that and that the sun doesn't rise or set for her. NO princesses! Everyone has to pull their weight. Good luck.

Answer 4

I'm going to guess that you aren't the "minority" in this situation, are you?

I'd simply do the work that needed to be done.


I'd also make sure that a copy of those long distance phone records (if made on the district's dime) were discretely passed on to the superintendent. Perhaps no one has taken the time to point out exactly how much the woman is costing the school district in lost wages/work.

If you think that tactic won't work, for whatever reason, then I'd record her personal conversations or keep a log of time she spends doing things "not related to assigned work" as documentation. To back this up, I'd also keep accurate records as to exactly how much work you do complete for her, in addition to your regularly scheduled assignments. Then when it comes time for the year-end evaluation of your job, duties, pay raise, and assignment for the coming school year, you have the proof you need to support your request for additional pay, privileges, and higher job title.

Otherwise, I guess you'll have to either wait for her to die or to retire, whichever comes first.

Answer 5

Some people are just ignorant. You can't change them. I would report her to your boss when your boss gets back. It should be your boss that deals with her. Make sure you complain about her, and tell her how she is affecting the "team". Otherwise you are stuck with her until she retires, and if she has a job where she doesn't have to work she will be there forever. If your boss won't do anything go above your boss (risky, but could save your sanity)

Answer 6

Personally I have a very low tolerance for folks with an over developed sense of entitlement, especially when the exhibit overtly racist behavior.

It kind of sucks, but you need to keep in mind that you are only in a temporary position of authority and have no real power. Your best bet is to tactfully talk with your boss when (s)he returns. Perhaps the conversation could start with something like "Thanks for the opportunity to be in charge while you were away. It was a good learning experience. I need advice as an experienced manager. While you were away I was really having problems with a co-worker who consistently put personal business in front of job related tasks (your choice as to whether to call her out by name). As a manager, how do you deal with that sort of situation?"

Answer 7

When trying to discipline a worker you have to go by steps...In ur company you say its "almost impossible to get fired" That could be the reason she is the way she is...I would WRITE HER UP...take that to ur supervisors...Some companies call that 'COACHING' or "Pink Slips" if you do this ...this woman will see that you mean business...3 write ups, coachings, pink slips...means Suspension for 3 days...your company has to have some guidelines to follow for disciplinary actions...Good Luck..In the Army if someone did that we would take a "bar" of soap and give that woman a "blanket party" that made the person change their attitude and become a team player...

Answer 8

Your best bet is to simply isolate her. She's not going away. She's not going to change and probably has no incentive to do so anyway. Just move her to a place where she's isolated, on her own, away from the others. Don't treat her as a fellow employee, don't expect anything from her.

Take some pleasure in the fact that her having to show up there everyday is probably eating her alive!

Also, take away her office phone (if she has one), copying and faxing priveleges and any access to office supplies.

Answer 9

Unfortunatly, since your boss hired another secretary rather than firing that lousy oxygen thief, your boss is condoning her actions. Send her home while you're in charge if she's not working. Tell her that she can take care of her personal needs on personal time, and that if she can't do her job while she's at work, she's not needed. Definitly log every personal call, every snide remark, and take it to HR.

Answer 10

Slash their tires...just kidding
Actually I will tell you the very best method but you will need her boss to agree. You send them to manadatory training for customer service skills, leadership training, how to deal with negative people, personal development skills etc... They eventually either change or quit. It would help if you could make sure it is a "This is manadatory training or we will have to let you go type scenario."

Where I have worked, this has worked so well it is unbeleivable because you can sugarcoat it and look like the good guy by saying we want to help you develop professionally.