Disobedient Co-workers on my team: What to do?

Question

I work in a prominent conventions facility. It is part of my job (team leader) to be in charge of new employees. For the past 2 years, no problems.

Recently two new workers have caused me much inconvenience, I spend all night chasing them up & neglecting the other workers. They disappear & I find them doing some irrelevent task. I ask them to go back to their job, recieve resistance & often return to find them off again. They continually question my judgement. They refuse to do things the way we are supposed to: little things like how a table should be set, on which our company has strict guidelines.
I approached them regarding the attitude & was quickly told that they have studied hospitality & are therefore more qualified for my job than I am. My superiors are aware & have encouraged me to get nasty with them and give them the crappiest jobs. But I am far from a push-over as it is & I don't think it is appropriate to bully them, I have always got on well with my colleagues.

Answer 1

They obviously have no respect for your position and authority. It's time to tell your superiors that they need to step in. You can only be so nasty to an employee, but these two sound like stubborn 3-year-olds. Definitely sit down with your supervisors and ask them to either give you specific ideas for dealing with the two workers if they don't want to step in, or ask them to take over the situation. You need to stay focused on your job and the good employees. They're the ones who deserve your time.

Ultimately they should be fired. If you have the authority to do this, then definitely do it. Otherwise strongly suggest it to your supervisors.

Answer 2

You shouldn't change anything about yourself. You are a one of a kind person no matter what traits she has you have something she doesn't. If you are working in the same place you are both equally qualified to work there. So her being smart should not affect what you do. Just be sure that you don't let her distract you from doing good work same as you always have. If she gets a promotion based on the way she dresses then it is for the wrong reasons and you probably don't want to be the one getting it. She dresses that way to make people feel the way you do. She is trying to be intimidating. Don't let her affect you in any way. She probably feels the same about you. Never let something that someone else does affect your personal style and/or feelings.

Answer 3

My first reaction- fire them. Obviously these people don't work well with people. It may be a bigger headache to try and get them to concentrate on their responsibilities. They want to be right- period.

Your other option, tell them how it is. Just because they have had formal training and a piece of paper to show for it doesn't mean that they are right. If your company wants things done a certain way, so be it. Who are they to challenge that? They're not the ones signing paychecks at the end of the month. If they don't agree with you at this point, give them the option to leave. Obviously they aren't happy. Why torture yourself and them by trying to make something work when it just can't.

Once that is said and they do not wish to quit, let's hope for a change. If not, I think that's grounds for termination. Once you have gotten that off your chest, you can focus on other things aside from the two monkeys.

Answer 4

Well if you have the authority to do so, start looking for their replacements AND give them a warning, that if this happens (and well you're just gonna have to come right out and say what "this" is, and say it firmly and do not allow yourself to listen to any argument, walk away if necessary), THEN this will happen. Simply state it as cause and effect. If this happens, then that will also. Just like magic. If there continue to be problems, and it sounds like there very well could be, well then follow through with the consequences you outlined. I should not feel guilty as you have warned them of the consequences. ALSO I would tell them both the same thing, but separately.

Answer 5

Obviously, they are young, inexperienced and don't yet realize the purpose of theoretical exposure. It qualified them for a chance to work at your company, not run it.

You might be able to illustrate this to them. On a pocket size note pad write one name on the front and one on the back. List an assignment and ask them how long it should take. Have them write this down and initial it. If your estimate is markedly different, advise them the company ( not you ) is expecting a quicker turn around for someone with their insight. Parenthesize this, have them note the time and initial your entry too.

Before the day is over, there could be as many as three incidents you have counseled them on. Generally, this is the most liberal number of infractions to justify termination. An hour before the end of shift, advise them there seems to be a misunderstanding of the team's short term objectives and it cannot possibly promote the company's mission statement. Send them home to reconsider their position and tell them you will clock them out at their normal time.

After this, if you have even the slightest resistance, immediately suspend them, clock them out and send them home. Say they are eligible to re-interview, formally, anytime they return with a personal "mission statement". Also, advise them the replacement procedure is imminent and they should respond according to their interest in remaining with the firm.

Hopefully only one write-up will be required. If not, even their friends still with the company will have to admit you gave them numerous opportunities to save themselves. Good Luck.

Answer 6

Communicate with your Manager/Supervisor first. And if that didn't work talk to your Big Boss.Usually they will write them up warning .after 3 write-ups then suspension then fired. I'm not sure how your company handle that. There's some co-workers thinks they know everything and nobody can tell them what suppose to be done. You're just doing your job let them know that you're the one getting in trouble by them not following the rules. Usually the supervisor will solve it if you talked to them seems like they want you to do their job. It doesn't matter if they like to do what you told them to do or not what matters is they need to follow the person above them.

Answer 7

Stop trying to be the friend you are the boss. It has probably worked for you in the past but obviously no longer does. You need to speak with them one on one, ask them if there job is important and where they see themselves going with the company. Remind them you are continually accepting applications and those who advance with the company adhere to the guidelines already in place. Be professional you too are under a watchful eye and how you handle this situation will reflect in future advancements and pay raises.

Answer 8

Maybe you're being too much of a hardass. Do you accept input from your team or allow them to show creativity. Your very use of the word "disobedient" makes me think you are a bit too stringent.

Answer 9

i think u should talk to them as to why the don't respect what u say and u should make it clear what is u r job and there's .make them realize that it is nothing personal and all 3 of u r employers of a company

Answer 10

Now you are disobeying your team leaders, crack the whip. Separate them. Tell them they will be getting the crappy jobs and crappy shifts if things don't change. You need to let them see that management agrees with you. If it is possible, put them on garbage duty, and tell them that this is where they will stay until things change.