How long has this person worked for the company?
What line of business are you in ?As much as I would love to rant about how I think Chelsea could nick Europe from us, I have an issue I want some thoughts/advise on.
One of my employees in my team is playing up. About 3-4 weeks ago, they took sick leave for the umpteenth time, at a moment when we really needed them. My superior agreed it was the final straw and we were going to give them a warning. (their sick record is bad) This warning never happened. Turns out, there was a bit more to it, but I'm just waiting for when it happens again.
Following on, they've recently gone above my head when I ask them to do something and because every time I have asked them to do something over the last 2-3 weeks, that will help them in the long run, they literally react like a child. To the point I had to stop trying to explain the benefits to them because I could feel myself getting f***ing annoyed.
Then, we had a meeting this morning and both agreed a compromise. All was well, so I thought. Fast forward to this afternoon, and I now have HR involved and we are now due a meeting with said employee because they've said that this way of working, and working under me, has put them off even coming into work.
Now, I am very fair and understanding, but they seem like the type that doesn't like authority or being told/asked what to do/how to do things, or taking advice.
I can't remember a time when I suggested/asked them to do a task which meant changing their work slightly (for the better mind), when they actually just went, 'OK, it's not what I'm used to, but I'll give it ago' then give thoughts on how it went and if we needed to change it to how so it works for the team and them. Instead, they go and cry wolf.
I can honestly say, I really do not think I have done anything wrong in my management style, I am the first to admit when I am wrong, (as per my posts on here at times, for example). If there is a problem, I ask to speak to them in a meeting room, so I can solve it with them. And even then, they will say everything fine, and still go to HR/my boss.
Please can anyone suggest how to deal with this?! My 2nd time managing and first full time management of someone.
Thanks NSC!
I find this bit interesting. How do you ask them to do things? Do you treat them as an equal person and ask with the usual politeness you would ask anyone to do something or as someone who is below you and order them around?Now, I am very fair and understanding, but they seem like the type that doesn't like authority or being told/asked what to do/how to do things, or taking advice.
100% this. They also have a tendency more recently to always assume the employee is ‘right’, and are terrified of taking any risks. I’ve lost count of the times I’ve had to ignore HR ‘advice’ and (with approval from my own superiors) take a different course of action when there have been issues. They’ll drag you down a route of endless ‘performance improvement plans’ for employees who are a problem, then ‘fail’ those plans on a technicality so you have to start again…..all the while meaning you potentially have an underperforming and/or disruptive staffmember for much, much longer. Luckily I worked in organisations where HR were viewed by my bosses to be there to facilitate our decisions, not make them for us which meant for underperforming staff for example a rapid, blunt conversation and a payoff was often the solution.The problem with the HR industry is that is has long moved away from their previous incarnation as "personnel" into an industry populated with 20 somethings with limited life and work experience. A degree in sociology from a minor university helps, as does a fixation with social engineering.
Love the power, hate the responsibility.
Please can anyone suggest how to deal with this?! My 2nd time managing and first full time management of someone.
Sounds like your company might have taken action to start easing said person out the door...Hmmm I don't want to give up that easily, we have a new hire starting Monday who is the same position as said person, it'll be very interesting to see if this changes things, also.
Sounds like you’re the chairman of a premier league football club100% this. They also have a tendency more recently to always assume the employee is ‘right’, and are terrified of taking any risks. I’ve lost count of the times I’ve had to ignore HR ‘advice’ and (with approval from my own superiors) take a different course of action when there have been issues. They’ll drag you down a route of endless ‘performance improvement plans’ for employees who are a problem, then ‘fail’ those plans on a technicality so you have to start again…..all the while meaning you potentially have an underperforming and/or disruptive staffmember for much, much longer. Luckily I worked in organisations where HR were viewed by my bosses to be there to facilitate our decisions, not make them for us which meant for underperforming staff for example a rapid, blunt conversation and a payoff was often the solution.
As much as I would love to rant about how I think Chelsea could nick Europe from us, I have an issue I want some thoughts/advise on.
One of my employees in my team is playing up. About 3-4 weeks ago, they took sick leave for the umpteenth time, at a moment when we really needed them. My superior agreed it was the final straw and we were going to give them a warning. (their sick record is bad) This warning never happened. Turns out, there was a bit more to it, but I'm just waiting for when it happens again.
Following on, they've recently gone above my head when I ask them to do something and because every time I have asked them to do something over the last 2-3 weeks, that will help them in the long run, they literally react like a child. To the point I had to stop trying to explain the benefits to them because I could feel myself getting f***ing annoyed.
Then, we had a meeting this morning and both agreed a compromise. All was well, so I thought. Fast forward to this afternoon, and I now have HR involved and we are now due a meeting with said employee because they've said that this way of working, and working under me, has put them off even coming into work.
Now, I am very fair and understanding, but they seem like the type that doesn't like authority or being told/asked what to do/how to do things, or taking advice.
I can't remember a time when I suggested/asked them to do a task which meant changing their work slightly (for the better mind), when they actually just went, 'OK, it's not what I'm used to, but I'll give it ago' then give thoughts on how it went and if we needed to change it to how so it works for the team and them. Instead, they go and cry wolf.
I can honestly say, I really do not think I have done anything wrong in my management style, I am the first to admit when I am wrong, (as per my posts on here at times, for example). If there is a problem, I ask to speak to them in a meeting room, so I can solve it with them. And even then, they will say everything fine, and still go to HR/my boss.
Please can anyone suggest how to deal with this?! My 2nd time managing and first full time management of someone.
Thanks NSC!
How long has this person worked for the company?