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Being Direct |
SMR15391
Joined: Jun 10, 2005
Posts: 15 |  Posted: 2006-01-10 08:48
I have several employees who can be identified as whiners and complainers. Now the whiners are always in my office because they are sick, they think they may be getting sick or they are worried about the possibility of getting sick. The complainers are always in my office complaining about anyone not working or the whiners because they don't want to hear about their chronic problems. I have spoken with these employees and tried to explain the value of our work time and that if they feel it's a problem that can wait until a time during the day that is less busy or until another day less busy then I'll be happy to hear them out. I also told them that if they feel it extremely emergent then I would be more than happy to hear them out. They are still coming in as often doing complaining and whining and I'm still getting more and more behind on my work because they fell it's all emergent and it needs immediate attention. I've tried to define emergent and routine, but still, I get no where. At what point can you be frank and tell them you simply don't have the time, if your judgment is that it's something that is an unrealistic complaint, can you tell them that it is???
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cynbrandt
Joined: Nov 11, 2003
Posts: 1785 | Posted: 2006-01-10 09:37
Whiner: gripe gripe gripe gripe
You: What do you think would be a good solution to this problem?
Whiner:
You: Well, when you come up with a solution, then make an appointment with me and I'll be happy to discuss it with you.
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Ktstef
Joined: Dec 20, 2004
Posts: 75 | Posted: 2006-01-10 11:47
Unless you are their mother or the company nurse their coming in to your office to complain about health issues is completely inappropriate and you do need to make that VERY clear, unless they are requesting FMLA, sick time or an ADA accommodation it is NOT your issue.
Now for the complainers I agree with Cynbrandt if they come in with a complaint they also need to have at least one possible solution to the problem. The other thing is that unless it is a true emergency you should have at least part of the day where you are not available for them to “drop in” so you can get some work done also.
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wrogers936
Joined: Apr 02, 2002
Posts: 169 | Posted: 2006-01-10 11:59
That's kind of where my thouhts were going. You need to control your day - not let it be controlled. The more you tolerate that behavior the longer you will eb dealing with it. Suggest that if they 'need' to whine or complain that they do it via email and you will respond if you feel a response is deemed necessary. Is there no set policy for employee greivance in your organization? If so - direct these employees to follow it ot the letter.
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SMR15391
Joined: Jun 10, 2005
Posts: 15 | Posted: 2006-01-10 12:44
Thank you for wonderful suggestions. I do wish to be clear that I do not offer any medical advice. They simply want to complain enough to hear me say, "call your doctor" or "perhaps you need to go home if you're too sick to work". I've told them they do not need my permission to call their medical doctor and if they feel too sick to work then just tell me and I'll make necessary arrangements for their coverage. Sounds simple, right? I was just curious if one could be blunt enough and still remain professional, while maintaining employee morale.
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howard7
Joined: Sep 13, 2001
Posts: 2653 | Posted: 2006-01-10 16:07
Close your door more often to get your work done if necessary.
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cynbrandt
Joined: Nov 11, 2003
Posts: 1785 | Posted: 2006-01-11 06:46
I'd like to add to my previous post...
With the perennial complainers you likely will, at some point, have to have the It's Obvious You're Not Happy Here conversation. These whiners not only take up your time, but they also are poisoning the work environment for their colleagues. If no solution within reason is satisfactory to the employee, then it is better for all concerned if s/he seeks employment elsewhere.
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RebeccaL
Joined: Mar 22, 2005
Posts: 122 | Posted: 2006-01-18 11:46
Hi: Perhaps you have a 3rd problem...the ones that are not coming to your office. They have the whiners and complainers surrounding them looking for ways/reasons to avoid actually working, and if they come to you, imagine what they are doing to their co-workers!! How demotivating this would be. And a demotivated worker is producing far below capacity.
Another thought, perhaps the whining and complaining become an accepted part of the culture (Office Space comes to mind). I'd bet it is impacting the bottom line. You might think about doing an assessment to determine how these types of factors are impacting performance. That way you can have a better understanding of how to rectify the problem...because even if you kick them out of your office, they will find an audience somewhere! It would be fun to fix this 
Rebecca
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MajMike
Joined: Jan 24, 2006
Posts: 1 | Posted: 2006-01-24 06:17
Winers and complainers may be symptons of bigger problems in the org. I have found that 'most' people don't complain just to complain. I agree that complaining can be contageous but that usually happens where management turns a blind eye to the situation or 'blames' it on a few malcontents. Ingore it and it won't go away!
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Vivlin
Joined: Mar 23, 2004
Posts: 148 | Posted: 2006-01-24 06:38
MajMike makes an excellent point. Chronic complaints indicate that management may be disconnected from the employees. It's not unusual for the execs to beleive things are fine, when in fact they are anything but.
I'd get an OD consultant in to check out the issues. A good OD person knows the PRESENTING problem is just the tip of the iceberg.
When people come into complain, ask them to respond to this statement: Things would be better if...... After they identify those things, ask them to consider how much they can adapt, adjust, or change themselves. Perhaps they have ideas, but don't believe they have the authority to make constructive changes.
Best,
Linda
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cashk
Joined: Jul 19, 2005
Posts: 10 | Posted: 2006-01-24 06:42
You've gotten a lot of good advice here. I'd only add this. Consider allocating a set time for employees to come in and "ask your opinion". Disseminate this time to the employees and how it is to be used, i.e., problem solving health issues, etc. As stated earlier emergent issues are different. If a person comes in at any other time and begins to talk about a non-emergent topic, you remind them of the designated time for that and firmly show them the door. Chances are they won't come back. It will take awhile for the word to spread that you are serious, but eventually it will.
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MMeans
Joined: Sep 13, 2001
Posts: 10 | Posted: 2006-01-24 06:49
An attorney once told me, "If you have a problem that you want me to help you solve, don't come to my office until you have three viable solutions; because if you haven't thought of at least three solutions, you haven't made any effort to resolve the problem yourself." In the thirty years since then, I've found that to be sound advice. Might take that approach to challenge any employee raising a concern to take the initiative to be part of the solution.
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ianpi
Joined: Jan 24, 2006
Posts: 1 | Posted: 2006-01-24 06:56
I find, and have found, that a 1 hour staff meeting, regularly scheduled once per month defuses the entire whine-bomb. Giving them a forum where all whines and gripes can be addressed openly and without prejudice works for us.
Thx
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pitselp
Joined: Apr 26, 2005
Posts: 14 | Posted: 2006-01-24 07:53
Excellent suggestions provided, and perhaps I can add another insight that may be of help. Most complainers, especially the chronic complainers do not characterize themselves as complainers. As a matter of fact, if you "accused" them of being a complainer, they would have no idea what you mean. They see themselves as first, being helpless to solve the problem (that's why they are coming to you), and secondly, righteous in bringing this to you attention.
I think it is important to create an office culture where "complaints" are discussed with both the complainer and the "complainee". If it is a general complaint that affects the office, have everyone participate in a session to identify and solve the problem; if the complaint is regarding an individual, then have a 3 way meeting with yourself and the complainer and the other person. In atmospheres of secrecy, complaints and complainers multiply.
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ldirubbo
Joined: Jul 27, 2004
Posts: 6 | Posted: 2006-01-24 08:08
Usually your whiners and complainers are not your best workers. It seems that they have learned that it’s easy to get out of working for a while by just going to a sympathetic person who is just going to listen to them.
Sometimes employees do need someone to vent to when they’re frustrated but usually it is the same people who come in sucking up your time every week. The first few times I will listen but after that I tell them that it is not their responsibility or concern on who is working and who is not, that is their supervisor’s responsibility. Their responsibility is to make sure that they are at their workstation doing what they are supposed to be doing.
If they are interrupting you constantly talking about getting sick or items that are not related to work, simply tell them that you would love to chat with them but you have to get something important out now. After a while they will stop coming in to your office to whine.
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