I am the middle manager for one of my employees. I didn't hire her nor can I fire her, that's up to my superiors. But she does "answer" to me in the chain of command. Well, every once in a while she will make unfounded complaints about me. She will be nice for a while, but then out of nowhere will complain to the union or to my superior. And her complaints are often about things that I can't control. She would blame me for the weather if she could. Any suggestions?
2007-10-31 06:46:35 · 8 answers · asked by cjtorresg 2 in Business & Finance ➔ Careers & Employment ➔ Administrative and Office Support
If you have an employee that is doing something wrong, you are REQUIRED to document each offense. Do NOT storm her with Verbal Warnings: this may be construed as creating a "Hostile Work Environment", and with the set-up as you have described, you'd make it easier for her to prove if you did this.
My suggestion to you? Treat her like your Mother-In-Law: while you may not be able to stand her, you still deal with her in a professional manner. Just take the high ground when dealing with this person. Admonish her when she makes mistakes, but don't go LOOKING for mistakes. She'll provide sufficiently, I'm sure. By "admonish", I mean follow the disciplinary action policy set forth by the company. (Usually, it's Verbal, Written, Suspension, then termination)
If you have solid documentation, it will be very difficult for her to prove otherwise.
She will continue to complain, and will complain herself right out of a job. While some people like to say, "The squeaky wheel gets the oil," they forget: "SOMETIMES, the squeaky wheel gets replaced!"
Good luck!
2007-10-31 10:58:47 · answer #1 · answered by SnitchMO 3 · 1⤊ 0⤋
First as other have said document everything, and yes have a talk with your HR department, with documentation in hand. Next never, yes never speak with her on any of these accusations without the union steward right there with you. This not only protects you, but shows the union if they are going to have a problem first hand, not with hearsay. Eventually she will screw up, first one is a verbal, second is in writing, third is out the door, again before admonishing her talk to the union rep, that is the only way to get rid of her. Union people cannot just be fired at will.
2007-10-31 10:21:03 · answer #2 · answered by Pengy 7 · 0⤊ 0⤋
Assuming your company is using some process methodology in Human Resources, I would go to your HR director/Manager and have a sit down explaining your predicament. But first and foremost, WRITE EVERYTHING DOWN and keep writing it down. Documentation in these situations is your best friend. I know it is a pain and takes up time, but it needs to be done. Your documentation will be your lifeline and your memory keeper. Discuss all the situations with this employee to the HR person and ask their advice. They may be able to assist you with handling your employee or have a meeting with the two of you to sort it out.
Also, if this person is a horrible worker, gossiping all the time, chatting when they should be working, disrespectful towards upper management (YOU), then you can document those things in Memo's To File, and cc the employee on them, so she knows you are documenting her behavior. When review time comes, your notes will be there.
Good luck!
2007-10-31 07:07:37 · answer #3 · answered by venusenvy71 2 · 3⤊ 0⤋
First, assess her capability. Assign her tasks that you think she probably have difficulty in achieving good results, but you must be more knowledgable in the tasks that you assign to her or she could bite back. Give her short date lines. Do not be too soft. Be serious. Question her when she cannot meet your requirement. Be objective and don't get too emotional. Tell her that that could be reflected in her performance appraisal and how you could help her overcome it. If she is smart, soon she'll realise she need to cooperate with you rather than stabbing your back. Also, convince your superior that you'll sit in during her appraisal, since she reports to you. when she realise you have the ability to affect her profile in the company, she'll be more careful.
2007-10-31 07:33:55 · answer #4 · answered by an 4 · 1⤊ 0⤋
She wants your job. That is what I think. I also think you should absolutely confront her about the erroneous complaints. Do not get hostile, or confrontational, and have someone else with you to bare witness if necessary. Ask straight forward questions and tell her you expect straight answers. Don't let her continue with her B.S. without letting her know that you won't stand by and take it. Watch your back, and good luck.
2007-10-31 06:53:49 · answer #5 · answered by Jen N 7 · 1⤊ 0⤋
Repay the compliment....find founded faults with her.
2007-10-31 06:55:07 · answer #6 · answered by veg_rose 6 · 0⤊ 0⤋
complain to one of your superiors about her.
2007-10-31 06:53:56 · answer #7 · answered by nikkilee911 3 · 0⤊ 0⤋
take her out back and kick the livivg **** out of her
2007-10-31 06:59:17 · answer #8 · answered by calvin b 2 · 0⤊ 1⤋