I am in charge when the manager is out..
this person took it upon herself to leave the office, she did not tell me she was going on a break. I then asked her, ‘did you go on a break?’ While filling her face she said ‘yeah’ with her back to me.
I then asked ‘Did you tell me you were going on a break? Because you just up and went.’ She did not answer, she continued eating and would not give me the decency to look at me and retort with an answer.
She then got the hump and said I should not have asked her in front of everyone ‘did you tell me you were going on a break…’
She then said that I have to email her the procedure of her having to report to me about going on a break. I told her that she used to always tell me that she was going on 10 minute breaks before, whats the problem now?
She is being very difficult, she then proceeded to say that I was unprofessional and that if it continues, she will leave.
I have emailed the MD
How would you deal with thi
2007-11-08 23:40:44 · 11 answers · asked by Rebz 5 in Business & Finance ➔ Careers & Employment ➔ Other - Careers & Employment
If there's a whole staff and only one person has an issue...it's pretty much her drama. She sounds like a vengeful biotch.
I'd simply make notes of all interactions with her. I wouldn't be alone with her, because then it's her word against yours.
2007-11-09 00:19:25 · answer #1 · answered by Anonymous · 1⤊ 0⤋
To be honest out of courtesy she should have either sent you an email or verbally made you aware she was off to lunch. The only reason she should have done that is for health and safety at work, if there was a fire and nobody knew where she was, you would pressume she was still in the building.
You are well within your rights to report her behaviour. Next time it will be a written warning then is her attitude continues she will be asked to leave
2007-11-08 23:45:33 · answer #2 · answered by Scatty 6 · 1⤊ 0⤋
First, I'd examine your own behavior and language. Yes, her responses were unreasonable.
However, it's not a manager's job to be omnipotent when dealing with subordinates. It's a manager's job to extract the best performance out of their employees.
I'm not suggesting that she behaved appropriately, but, you can't control other people's behavior --you can control your own. It sounds like you think being in charge means that you're going to automatically get respect.
Being the boss doesn't mean you don't behave respectfully and thoughtfully. Do you think describing an employee as "got the hump" is professional? You should have discussed this situation with her privately and you did present the situation to her in a defensive manner using defensive language. Did you take her aside *privately* and explain why she had to tell you she was going on break? No, you confronted her in a group of people and then you were upset because her back was to you?
It sounds to me like you have an immature employee, but you sound like you're on a power trip and not the least bit thoughtful about what responsibilities you have to be an effective manager--most specifically, learning how to communicate with people so they want to follow your lead, not so they resent that they have to.
A manager who focuses on the power, authority and respect that their position commands is a failure as a leader. You should be focused on the increased responsibility that you have--namely, adapting your communication style to gain the respect and support of your subordinates.
I work in HR. If you came to me with this issue, I'd recommend coaching and counseling for the employee--AND FOR YOU.
2007-11-09 05:01:44 · answer #3 · answered by SeasonedRecruiter 3 · 0⤊ 1⤋
You need to sit down with your manager, and explain the situation. Make them understand that if the rules of the office are such that the person in charge has to be notified, then that applies no matter who is in charge. Ask them to take action, be it a staff meeting to remind them, memo, whatever.
Best of luck - and how much of a loss would it really be if this woman left, anyway?
2007-11-08 23:46:15 · answer #4 · answered by cuddles_gb 6 · 1⤊ 0⤋
hiya you have done what you should've - you could've pointed out that it's a health n safety issue too because if she just leaves when she feels like it and something was to happen like a fire then someone could die looking for her not knowing she aint there - sounds as if she's jealous of your position and doesn't respect the fact that you are just trying to do your job the best you can - dont give up
2007-11-09 00:10:10 · answer #5 · answered by LJ 2 · 1⤊ 0⤋
When your manager delegate his responsibility, please ask your manager what authority limit do you have if things are not in place at the office. You are accountable if things go wrong in the office. Delegation without authority is abandonment. Delegating responsibility along with authority will give you the power to act on deviant colleagues.
2007-11-08 23:53:41 · answer #6 · answered by Bernard T 1 · 0⤊ 0⤋
Talk to her immediate supervisor, whom I assume is the manager you stand in for. Ask your manager to find out what the issue is with your colleague and to make clear to her the lines of authority when he/she is out.
2007-11-08 23:48:05 · answer #7 · answered by Paul M 3 · 1⤊ 0⤋
You are in charge when the manager isn't there so if she has a problem with it then tough, if she cant live with that then i would let her leave.
2007-11-08 23:45:56 · answer #8 · answered by tracie9630 2 · 1⤊ 0⤋
Report her to your manager
2007-11-08 23:47:00 · answer #9 · answered by ChocLover 7 · 1⤊ 0⤋
you have dealt with this the best way possible. do not feel guilty she is obviously jealous of you and the fact that you in charge.
my daughter had exactly the same problem in work and dealt with it the same way
2007-11-08 23:45:01 · answer #10 · answered by Anonymous · 2⤊ 0⤋