Got a promotion, need to deal with a feisty member of staff...?

Question

I've just been promoted and am about to start in a new location. One of my new members of staff has a reputation for being feisty and a bit of a know it all... Any ideas on how to deal with this? Should i go in softly softly,or go in taking no attitude from her?

Answer 1

Not softly softly - she'll walk all over you and not too forceful either - she'll become defencive and confrontational.
Try to find some common ground or something that you can help her out with - get her on your side rather than against it.
Good luck!

Answer 2

you should treat the staff member the same as all the others from the beggining then he/she has no cause to think that you are singling he/ she out for whatever reason. then if he/she starts being feisty then just make them aware of your position and tell them youll put up with no nonsense from them and give them a friendly warning then see how you go

Answer 3

The chances are they like the attention, and to show her colleagues who's really in charge.

The best thing to do is wait until they step over the mark (which they invariably want to do to an audience), and chop them down straight away with something akin to 'that kind of observation shouldn't be discussed in public, if you want to raise the matter, we'll go to the office now and discuss it' or just a straight forward put down works.

If they choose to do it in private it's even better (Their word against yours is no case to answer) because then you can really let them know that if they try to undermine you, you'll make their life a misery. work with you and you'll get on fine.

The important thing you must always remember above everything else is YOU and ONLY YOU are to remain in control. If they chose to give attitude in public take her to task in private. If they want to do it in private (no witnesses, your word against hers again difficult to impossible to prove) put the meeting on hold and draw someone else in to take minutes, then make it formal.

The best thing to do is to read up your companies disciplinary procedures so you have it all down tight.

A lesson to remember is if she gets away with it just once she'll keep trying. Keep the take no prisoners attitude until the ground rules are firmly established over a period of months at the very least.

Just remember you can never run with the fox and chase with the hounds, if she wins she really gains nothing but if you loose, you loose completely, and will never be treated like a supervisor / manager yet never have the relationship of being treated like an equal.

Answer 4

Do neither one. As soon as she presents herself, thank her for coming forward and tell her you need her help. Assign her one of your best ideas and ask her to make it better. If she happens to come around with other issues, just segue back to the earlier conversation: "By the way, how is that project coming along? Are you ready for another?". Eliminating the conversation is easier than controlling it. Good Luck.

Answer 5

Treat all employees under you equally.
When any staff member does something you do not agree with quietly take them to one side and explain privately to them you are not impressed with their behaviour. Be firm but fair and remember you can always ask advice from your superiors.
That's what they're for.

Answer 6

As feisty as needed.

Answer 7

forget the reputation and start fresh.
treat everyone equally, without preconceptions.
check the personnel records to see what has been officially discussed and noted (for all your new reports)

Answer 8

Flattery is good.