Promotion at work causing trouble.?

Question

I was promoted at work and now am my co-workers boss. One of them is not taking this well and is a nightmare to be around. She runs to the higher uppers to report my work and what I'm not doing. When she leaves the office she slams the door. I am at my wits end. I am not good at handling this. I know if I say anything to her it will be way out of line as I tend to speak my mind and probably lose my job. Any suggestions.

Answer 1

Hlo' Mary.... this is a very nrml scenario at d work place.... just b hopelessly cool with your co-workers irrespective of if they irk u or not( even flatterin may happen). Be very gentle yet excersice your authority... (as my boss says... tis easier 2 do wrk.. but tough to get wrk done).. eventually with your sense n simplicity u can win over :) all d best
it wrks trust me :)

Answer 2

Talk to your "higher uppers" about the situation and ask them for your support. If they don't put her in her place, then talk to someone else she respects. Maybe they can say something to her. Put a sign up on the door saying, "Please close door softly".
Most of all don't let your anger build up. Every little issue is easier to deal with as they come along. Write a short note if you don't think you can confront her. Have a neutral person proof read it, then show it to your higher uppers and say that this is how you are going to handle the situation. Good Luck ...Boss!

Answer 3

Remember that you got your promotion because someone thought you had potential in that position. Step back and imagine yourself as the employee, and "play your new role" to yourself. What would you tell her and still be within safe company bounds? When you figure it out, do it and document it, signed by both parties, regarding the conversation and recommendations. If she still acts the way you're telling us here on the website, fire her. There are more people who NEED a job.

Answer 4

Tell her you don't understand her attitude, and if it's because she wasn't promoted and you were, then she'll just have to get over it or you will have to report her, it's your job. It's disrespectful to a supervisor, even if you are friends. Now if your boss see's that you can't handle in house situations, you may find yourself demoted, and you don't want to see that happen. Suck it up and do your job, others will respect you for it.

Answer 5

If you are her boss, nit pick her work and find a reason to fire her. She shouldn't be pissed off just because you make more money than she does. Here's what you do. Ask her in a nice professional matter not to slam the door. When she does it again fire her for insubordnation.

Answer 6

Take her to somewhere quiet and beat the crap out of her... just kidding...

You need to have a one-to-one with her and tell this is the way it is and if she isn't happy about it, that she find somewhere else to work and that you are sad that she is being so damn childish about it all... There was a good reason why you were promoted, and if she doesn't like it, then tough...

Answer 7

The problem lies with your own management chain. They have not developed the kind of organizational discipline that would require them to sit the employee down and explain the facts of life. She should be told why you and not she was chosen for the management position. Your own management should be communicating to her the requirement that she is expected to execute her responsibilities and that you are her supervisor. Your management should have anticipated that appointing a peer to managment can have this effect.

Okay, it looks like they're wusses and are tring to lay low and hope the problems go away. That's one reason you might find a position in a company whose management steps up to such problems.

So, it's time to speak your mind. Not raise your voice. No emotion. Don't create any tension these wusses can't handle. But to say the following:

"We have a problem. Apparently Nancy (or whatever her name is) is having a problem adjusting to the reality that I'm her boss. She either thinks someone else should be her boss or that she should be in my job. I'm not in a position to tell her why you selected me over her. Is it possible you could sit down with her and explain to her why you chose me? I very much (OK lie) want her to succeed. After all, the better her work, the better my results. However, her attitude is making it more difficult for her."

Your management might say: "Well, why don't you sit down and talk it over with her. I'm sure you two can work something out. This is what management is all about -- solving problems like this." That's a way for for the manager to continue laying low and buying time. But, it is also your opportunity to do some communication with her -- with your own management's blessing. So, now you say:

"Good idea. I'll do that. I'll try to get her to articulate her real complaints. I'll tell her how much I want her to succeed. I'll bring up, if she doesn't, the decision you made to promote me. I'll put it in proper perspective. It doesn't mean that management doesn't respect her abilities and contributions. In fact, one of my key responsibilities is to assure that when an opportunity arises that is a match for her that she is considered for it. I'll tell her I need her help. I won't be as successful without it."

At which point, your manager will agree or disagree. If there's disagreement, you would be in a position to logically and unemotionally point out that the present situation cannot continue.

Then you call her in after she has had a meeting with your supervisor. Or, you call her in as a substitute for your supervisor's meeting with her.

First, you make an appointment with her that is ten days to two weeks out. That gives her time to think about the situation. The purpose of the meeting is workload planning or some such.

You begin the meeting by asking her if there's any problem with her door. Does it need to be slammed to latch the lock? She says there's nothing wrong with the door. You say is it possible for you to ease the door closed. She gotta say yes.

You then say you need her help. You can't succeed unless she is going to help you succeed. Is there anything that's preventing her from giving you that help? She'll say yes or no. If it's no, you then bring up the fact you became her supervisor. Do you have a problem with that? If yes, "that was a decision obviously someone else made. I will tell you this. I'm in your corner. I want to help you accomplish whatever your goals are. But I need to know that the feeling is mutual."

"For instance, when you go to my boss and tell him/her I'm doing something wrong, I begin to wonder if there is a problem that we have that you have with me that we haven't discussed. I can learn a great deal from you. You may know things that I have to learn. Would you come to me with any problems like that? I may disagree and you may feel strongly enough about a particular issue that you would go to my boss about. I think you have every right to raise issues with my management, but only after you first raise them with me. Don't you think that would be fair?"

Anyway, its hard to project a dialogue without knowing more about the players, but I just wanted to give you a flavor of the kinds of things you can do and say.

Answer 8

I've had this happen. If you have an issue with her, bring it up to your own superiors. Don't be accusing her of anything, simply report what she's done.