She appears to be sweet and nice - until she doesn't get her own way. I am her line manager - but she goes above my head to ask for time off - or to complain about something she thinks I am doing wrong - or to see if she can impress my boss with clever ideas she has come up with (often ideas I have come up with in the first place but she passes them off as her own). She whinges about me - in ways I can't help but be aware of. She makes barbed comments - and frankly I have had enough. Last week, another member of staff witnessed her making barbed comments to me - and was disgusted - she usually keeps this kind of behaviour well hidden - but she must have forgotten herself. How should I deal with this?
2006-12-15 23:43:04 · 10 answers · asked by Anonymous in Social Science ➔ Psychology
it's strange to see a line manager saying this because I've had problems with some of my colleagues and line managers behaving in the way you described. From my experience as a teacher, I say that the best thing to do is be upfront (but not blunt). Next time an incident happens, ask for a meeting with this person and ask her directly why this issue has been raised and what you (plural) can do to resolve the situation (you might aloso want to sweetly say that you're sorry to hear the person felt unable to come up to you regarding this issue etc and remind her at the end that as her line manager, this is what you're here for), then draw up an action plan, which you both have to stick to and discuss again in a few weeks. If she doesn't follow the action plan, this is evidence in your favour (foward a copy of the plan to your boss, so that he/she can see that you are trying to resolve the situation) As for barbed comments, ignore them, if there are no witnesses (she's just trying to provoke a response from you. Remember, you are running the department, not her and if she doesn't like it, she knows where the door is, so there's no need to be as unprofessional as she is). If there are witnesses, write the comments down and save them as evidence. Next time, she complains about something and the boss gives you a grilling, show him/her these comments in writing and use the witness to support the fact that the comments were made and that you're not the only person who has noticed. If this doesn't work, read up on your compan's discipline/grievance policies to see what the next step is. If the person is as bad as you say, eventually you will be able to get rid of her because if she treats everyone in the same way that she treats you, your employers will lose custom and therefore money, which the powers that be, won't want! NB. The more professional and in charge you appear to be about things the more you will show that however much this person may hate it, this is why you are the line manager!
2006-12-18 02:52:43 · answer #1 · answered by ice.mario 3 · 1⤊ 0⤋
She sounds highly manipulative and the best way to deal with this is to be open and honest yourself. For a start make sure that you email any ideas that you have to your boss without mentioning them to anyone else but copy in a couple of colleagues on the email as well (you don't want the boss claiming your ideas either.) Ask your boss to refer her back to you if she goes to them with requests ; say you have noticed that she seems not to have realised that she should go through you on specific matters and it undermines the line management system when they do not check what your decision was. But most of all make sure there is always a third party in earshot whenever she is around and hope she forgets herself a few more times.
2006-12-18 08:59:12 · answer #2 · answered by D B 6 · 1⤊ 0⤋
I agree with Yogésh D Patel. But most of the answerers have the right idea. You must be careful. First befriend her, be close to her. Keep your friends close but your enemies closer. Find out what her intentions are. It could be, as someone said, that she is after your job and hense goes above your head. Whatever happens do not show weakness. Be in control. You are the manager. Point out her weaknesses to your superiors but not to her.Make it as though you are helping her and that it is because you care about the her that you are trying to help her. The other alternative to be used in the situation where you are in best position is to make her life a living hell. Good luck xx
2006-12-16 08:16:43 · answer #3 · answered by d1ckdeckard 3 · 0⤊ 0⤋
1. First step is to give her a bad evaluation, and outline things that she needs to change, and give her 3 months to meet those goals.
2. Write up and put anything and everything in her file documenting any error real or imagined.
3. After 3 months, no matter how well she did towards those goals, reevaluate her and find that she has failed to meet expectations, and is now lacking in even more areas.
4. Either give her time to meet the goals for a final chance, then fire her for cause, or fire her at this point depending on your companies policy.
But most importantly, document absolutely everything she does wrong, to protect your butt.
2006-12-16 07:50:06 · answer #4 · answered by Clown Knows 7 · 0⤊ 0⤋
Sounds like you need to sort the problem with whoever is above you. They should send this person back to you with regards to time off if you have control over that kind of thing. Also you could try giving them mundane jobs and maybe eventually they will leave when their moral goes low.
2006-12-16 07:54:59 · answer #5 · answered by Anonymous · 0⤊ 0⤋
Play her at her own game. Speak to your boss and advise you have tried to work around the problem with her but feel that proper disciplinary action should now be taken. Feel free to bring your witness with you. If she cant behave......
However, there is a good chance she has exaggerated about you. Make sure you WRITE DOWN what you have experienced and when. Refer to this when making your complaint.
xxB
2006-12-16 07:46:58 · answer #6 · answered by Anonymous · 0⤊ 0⤋
she wants your job hun, note down events in a diary and issues raised concerning her and get support from other staff members to back this up and then when you feel you have enough file a complaint to higher managment and get her fired for misconduct in the work place. at this point she can say what she wants and it wont matter because you will have shown the for thought to diary the events and have support and conformation of events from other staff members.,
2006-12-16 07:49:14 · answer #7 · answered by Anonymous · 0⤊ 0⤋
1) Get her sacked. End of story.
2) Get her moved to another department.
3) Make her you best friend.
4) Do what she does.
2006-12-16 07:44:43 · answer #8 · answered by Puma 4 · 0⤊ 0⤋
document document document....get witnesses and then go to your chain of command....frankly they should notice that is bypassing you for higher ups and i am suprised they havent commented....and she needs to know as her manager that you do have authority...by documenting and writeups the evidence will be against her and she wont have anyone to whine to after that...
2006-12-16 07:52:44 · answer #9 · answered by michele m 4 · 0⤊ 0⤋
If you dont have one get one of those tape recorders that are voice activated and tape what she says and take it to your boss. That will show him/her what she does. Good luck.
2006-12-16 07:45:36 · answer #10 · answered by shirley e 7 · 4⤊ 1⤋