I see that the problem seems to stem primarily from one particular individual. She is a poor worker, she lies constantly, and goes over my head with complaints about me. I just don’t know what to do with her! I am tired of crapy book advice that says to “coach her” and “find out how to motivate her”. She doesn’t want to change. Period. Worse, there is nothing in my HR manual that I can use to deal with her. There is nothing about dealing with lying and trouble making of that sort. When I try to correct her, she calls corporate heads and tells them lies, (which they seem to ignore). She is a cancer to the division's moral. Has anyone else delt with something like this?
2007-02-11 06:51:36 · 8 answers · asked by Mr. Italy 2 in Business & Finance ➔ Careers & Employment
Sounds like somebody I know who was allowed to get away with behavior that would have landed other people in jail.
Do you do a yearly evaluation on this person? If so, you should be able to find ways to gig her there. You say she is a poor worker, so start documenting her failures. If you do not have that authority, all you can do is make the next level of supervision aware of the problem.
I had an employee like that years ago, who was the only person I ever fired and was happy about doing so. Since you can find nothing in the HR manual that you use, go to HR and ask them what you can do.
If you make work assignments, you can assign her details to "get her experience that would lead to a promotion" . Keep her too busy to cause trouble, and if she can't improve, make it known that she is holding everybody else back.
It is unclear whether she acts alone or has a "following". If she is working some of the other employees, you need to find a way to make her performance reflect on them.
I know that in some management assignments you are expected to be responsible for the performance of others but have no authority over them. Responsibility and authority are two sides of the same coin. If you are in that position, make it known up the line that you have a dud and need the authority do deal with it. Make your inability to deal with the situation reflect on those who should be supporting you.
2007-02-11 07:14:28 · answer #1 · answered by Gaspode 7 · 3⤊ 0⤋
As a once corporate manager, I've had to deal with this type of individual from time to time. Here's how I handled it. I first went to my immediate manager and advised him of the problem, and that I was about to handle it. I then began to keep a log of each and every infraction, every lie, every misstep this individual made, with time and date assigned to each entry. For particularly severe infractions, I would sit the employee down and apprise him/her of the incident, and let them know it had been entered into the log.
Finally, when the number of infractions reached what I felt was of sufficient magnitude, I would counsel the individual and advise them, that they were now on probation, and that further infractions would result in termination. After 6 to 12 months of this, I would have enough evidence to terminate the employee.
In addition, I would give the individual, a poor annual review, and subsequent equally poor pay raise. Many times, this in itself was enough to cause this misfit to move on.
2007-02-11 07:08:00 · answer #2 · answered by Anonymous · 2⤊ 0⤋
I think in his situation, you may need to incorporate a variety of things that all combine to manage this employee "out". Do you have production/performance standards? Outside of the personnel issues, you have to document that which shows this person to be a poor employee. Your HR handbook may limit you in terms of what you can do, but if you begin documenting everything from tardiness to time spent on personall calls, you will eventually have enough to take an agressive disciplinary action.
I would be able to advise you specifically, but I need some additonal info.. feel free to contact me if you need more advice.
good luck
2007-02-11 08:15:10 · answer #3 · answered by hawkddy1 1 · 1⤊ 0⤋
Don't you just love management? If you see a problem, document it, put her on warning, and then fire her for cause. Your HR manual should have something about poor performance and how to deal with it. If not, then talk to HR directly about how to handle that situation.
2007-02-11 07:03:35 · answer #4 · answered by annazzz1966 6 · 0⤊ 0⤋
Do you have a superior you could go to and discuss this employee? If she has caused numerous problems, this is bad for the whole company. Perhaps she could be reassigned, or given guidelines from someone over your head. Then you wouldn't be the "bad guy".
2007-02-11 06:58:40 · answer #5 · answered by Anonymous · 0⤊ 0⤋
Write her up officially in the employee's secret file in Human Resources. Make sure you document everything that she says and does that is anti you or anti company and forward all this material to HR. Pretty soon, you will be the hero and the real villain will be foun out.
Your welcome.
2007-02-11 06:58:36 · answer #6 · answered by Akbar B 6 · 0⤊ 0⤋
Rumors will get you what you want and the lack of job security will increase productivity.
2007-02-11 07:16:03 · answer #7 · answered by Just Me 2008 2 · 0⤊ 1⤋
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2016-10-01 23:29:21 · answer #8 · answered by sisson 4 · 0⤊ 0⤋