I had been trying to develope my merchandising lead to become merchandising manager (my current possition) for over 4 months now. She kept on leaving projects that i assigned to her unfinish and never write a report (like i asked her to do for ever project) so that i would know how the project is coming along. She also bad-mouthed me often behind my back and today she yelled at me, curse, and threaten me. Because i criticited her on her incompleted projects and i was very upset. She even talked very loudly to the Store assistant manager when we had a meeting with her after the incident. Now, i'm afraid to work with her and i don't know what i should do. Does anyone have any advice ?
Thank you
2007-01-10 21:51:33 · 10 answers · asked by Anonymous in Business & Finance ➔ Careers & Employment
Take a step back and look at it from her perspective.
What reasons could she have to not finish her work?
Did you ask?
When she 'bad mouths' you, are the comments justified? Sorry thats a tough one, but better to know the answer early and be prepared.
(BTW : People WILL talk about you. Dont expect much praise and do yourself a faovor......dont listen)
How does her conduct affect the performance of your other subordinates?
List her good points and bad points. Do you praise her for her good points? Does this make her feel patronised?
Or.....is she just an uncooperative individual you could all well do without?
Get the list, prepare your case and talk to your manager in confidence. Show that you are looking for a solution and not a confrontation.
2007-01-10 22:03:51 · answer #1 · answered by philip_jones2003 5 · 1⤊ 0⤋
All of these above answers are valid and could very well be your answer (and threats are a terminatable offense in most companies).
But, before you take the steps to terminate her look into a mirror and ask yourself some questions.
First, are your criticisms justified and are they delivered in a constructive manner? Being a manager you already know that if criticizing is EVEN necessary, we criticize to correct a behavior. If it turns to nitpicking none of us can easily work under THAT kind of pressure.
Further, have you gotten to the bottom of why she is not finishing these projects? Are they reasonable? Is it a time issue? Are other employees able to complete them and she's not? Why is that? And, this report, is it very time consuming; We all know that if we're writing reports all day, nothing gets done.
Finally, this last incident, put yourself outside the box. Why were YOU upset?
At her personally? Are you under some kind of pressure (from upper mgmt) on these projects?
I'm not defending her but consider all these points before you take any type of action.
2007-01-10 22:37:53 · answer #2 · answered by Hayseedless 5 · 0⤊ 0⤋
Fire her. She is unreliable. How is she going to be when she's on her own. She's insubordinate on many different levels. And don't give into any talk about how you never backed her up because it's going to happen. You gave her a job to do. If she needed help then she should have asked for it. Threats should have been handled by an arrest. Enforce a zero tolerance working environment. If anyone else heard her going off then maybe they are afraid of her to. If you don't get rid of her then you are creating a hostile work environment that employees can sue your company for. Don't make her bullet proof. She's shown herself to be unsuited to work for the company now.
2007-01-10 22:04:23 · answer #3 · answered by drew2376 3 · 1⤊ 0⤋
call her in for a performance review
not a disciplinary
have someone present from HR go through all your problems and concerns and let her have a free rain to air her views
always finish on a positive and give a set time to review the progress. arguing will not solve a problem just make it worse
do not mention disciplines or sack at this stage as you obviously think she has it in her
you will probably find that this is due to problem's outside work
Warehouse manager for 7 years
2007-01-10 22:03:45 · answer #4 · answered by Anonymous · 1⤊ 0⤋
she is not the right candidate for you or the company. if a person don't have any self-displine, how does one set a good example to others not mentioning managing the subordinate. i will suggest you have a serious talk with her and gave her a verbal warning. if things still don't turn out well, i will advice to bring this issue up to the management.
2007-01-10 22:02:05 · answer #5 · answered by kiironoha 1 · 1⤊ 0⤋
This person is nothing short of a bully. Put in a grievance against her and also put her on notice that you will not be accepting this behavior. As your her manager you could also put her on a diminished performance review that will guide her to becoming the employee you expect her to be or failing that her first step out the door.
2007-01-10 22:36:12 · answer #6 · answered by SEO 3 · 1⤊ 1⤋
give her a warning and start advertising for someone else to train up, I dont think she should be a leader, she would be lucky to have a job as a worker if she did that to me but i understand its hard to fire someone. shes not suited for management.
2007-01-10 21:57:28 · answer #7 · answered by burrowthroughanelephant 2 · 1⤊ 0⤋
raise this issues with people who are in senior post and get it cleared asap...cause she may be troublesome...better u let the management decide what to with her....u keep ur self out of this...al the best
2007-01-10 21:57:25 · answer #8 · answered by santosh 2 · 0⤊ 0⤋
Start the process of terminating her.
2007-01-10 21:56:18 · answer #9 · answered by jasonheavilin 3 · 0⤊ 0⤋
talk to the manager above you.
2007-01-10 21:54:53 · answer #10 · answered by panicatthediscoobsessed 2 · 0⤊ 0⤋