How do you deal with a control freak at work like this one?

Question

Recently I was assigned to manage a small group of subordinates. They all get along except with one person who appears to be a control freak and wants to do things her way or no way. She completely defies my authority by ignoring what I ask her and the other workers to do, and thinks she can take her breaks and lunches whenever she wants, even though we are all obligated to stick to a schedule. It has become blatantly obvious she is not a team player at all, she just refuses to cooperate with me or anyone else in the group, whom she constantly puts down. To make things worse her desk is right next to mine so I can hardly get any work done because she constantly needs attention and questions answered. I don't mind answering questions but she just fires away every five minutes. I would tell my superiors but at my job no one does anything about that kind of thing because we are unionized and everyone is afraid someone will go to the union if you try to exercise authority.Any suggestions?

Answer 1

Sounds like your classic pissing contest. You are her superior.
Have her desk moved to a very distant area. Give her less to do.
Ignore her when she speaks and just get on with what you were saying.

Don't Blink.

Answer 2

We have many ways to go out to it.
Before suggesting one, let me congratulate u first for getting a chance to manage a team.

Now, that stubborn girl doesn't know the importance of rules & regulation... that's for sure. She thinks, she can break it anytime she wants. Warn her twice (written & a copy with u) that u will pull her to union. If she can take aback up support of the union, u too can. Let her mind know this well.
Definitely a few moments (Days) later, u'll get a chance to pull her to the union officials. Before that, let the union know about the things may be just same as you have put a question here.

Let a letter from the union to present herself be given to her. Take union in your confidence before she does so.

These things will gradually create documents against her to now act on it.
The legal actions to suit the situation will definitely let her mind learn that u r always superior to her. No the physical strength but the power of the 'post' & 'position' rules the big company. So, use your authorities more that her arrogance. Let your leadership qualities work on her like this just by using your authorities & this will make all other team mates also to understand your strength as the team lead or team manager.

In short, use ur authorities, document the things on paper/mails, and use them against her & all these before she does it.

All the Best.
Wish you Happy working with the members.

Answer 3

Easy.. if yer in charge.. FIRE the person.. its not as hard as one might think.. I used to be a union president.. i fired several people.. all ya gotta do is follow the rules.. which isnt hard..

Once I even fired my secretary ...who was also my live in GF of 12 years.. I inhereted her with the position on election.. The Exec board broght her back.. so I fired her as my Girlfriend the next time.. and moverd her back to PA... sorry.. you dont do yer job yer outta here in my mind.. I dont care who you are...

Now I must admit.. I'm not big on "team players" Team players are people who arent good enough to get the job on thier own and hence need a team So I'm not with you on that one.. There are some people that are good enough at what they do to let em get away with insubordination etc... you have to decide whats important to you... There are a few out there that are "just that damn good" and can make a supevisor look like they are actually earning thier $... and then there are in the majority the A**holes.. you have to decide what you have.. if the former no prob.. they can get another job anywhere Firing em might be doing them a favor

Answer 4

Dear Tuesday,

It strikes me funny that there are no provisions in your SOP's in regards to employees who are displaying mediocre job performance, or creating a hostile work environment. Surely your company has had to address this issue at some time.

If you're not receiving any support from your bosses, that certainly makes your job that much more difficult.

I think the deal about someone "going to the union" is pretty much a cop-out. It's just people trying to avoid taking responsibility for a rogue employee.

I honestly think you need to pull this employee in behind closed doors and take total control. Do not allow that employee to speak until you are done speaking. This puts the control in your ballpark and not hers. Secondly, relate your company SOP's to her and state that a hostile work environment is not acceptable. Secondly, tell her exactly when breaks and lunches will be taken, and that she is not an exception. Tell her that if she takes her breaks and lunches other than the times you prescribe, it will be documented. Tell her also that you, as manager, will be observing her work performance. And if it is not up to par with the other employees who ARE doing their jobs, that too, will be documented.

As for her excessive questions....it seems that she does not even know her job. Give her your company SOP manual or training manual and have her read it. Each section of that manual needs to be read. And after she reads it, have her sign a document stating that she read and understood it. If she refuses to do so, tell her that you will document her refusal to receive instruction on her job functions. Make sure whatever you document has dates, times and descriptions of any conversation you have with her. Also, make personal copies for your records.

If this does not work, take your compiled documents of your dealings with her to your superiors. Tell them you have copies for yourself also. Tell them that they need to take action on her regardless of any union related reprocussions. If they refuse, then submit your documents up the channels.

If you still receive no satisfaction, then I suggest that YOU contact YOUR union representative, and submit a hostile work environment complaint and let them investigate it. Which would look better for your bosses? Dealing with an unproductive worker and resolving the problem? OR dealing with a hostile work environment complaint by an employee with an exemplary record? You decide!

Best wishes to you!

Answer 5

well this is a sticky situation, best thing to do is befriend her, if you ask her to do something but she refuses or ignores you, put her on the spot and ask her why she chose not to follow your orders and listen to what she has to say, she might feel that her way is more effective. If her way isnt getting in the way or getting the work done, then it shouldnt matter as long as its getting done and its getting done right. But yes this can get annoying, best thing to do is talk to her simple as that.

Answer 6

Pull her into a meeting with you and her union steward. Lay it out on the table, advise her of the company policies she is violating, and write her up. Keep doing this as long as she keeps doing it. Eventually, you'll have supporting documentation to fire her.

Answer 7

document, document, document. have at least 2 sit downs or what ever the company handbook says you have to do and come up with a plan of improvement for her, and have her sign it each time. when document it again when she fails to improve, and have her sign it. take it to management, and get her out.

Answer 8

remain hmble and just look at them and be thankful you are not like that person. stay sweet and that will overcome her lonely self. she only knows her miserable self. so don't let her take your sweetness away.