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Staff Respect and Trust
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Staff Respect and Trust
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
I recently terminated a toxic employee who spent her time bad mouthing and sabotaging my authority. Now my staff is angry and disrepctful. What can I say to gain back their trust and respect?
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Forums » Topic Forums » General Forum » Staff Respect and Trust
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Staff Respect and Trust
posted at 7/23/2009 5:01 PM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
Actions speak louder than words.
Not knowing the circumstances it is hard to advise you of what to say. The biggest challenge is to demonstrate that what ever this toxic employee labeled you with is not true. Best i can do with the limited info I have. DH |
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Staff Respect and Trust
posted at 7/24/2009 3:32 AM EDT
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Posts: 5
First: 7/23/2009 Last: 7/27/2009 |
Thanks for the quick response. This employee was a senior in the department. My position as manager was new and I spent two years deflecting accusations attacking my integrity, honesty and professionalism. She was the only minority when I joined the company and the owners were afraid of a lawsuit. Her performance was substandard and it took a year of write ups to get her out. In the meantime she played the poor pitiful me card with her co workers who are also close personal friends. I plan to meet with each staff member next week along with HR to open a dialogue about repairing our relationships. I'm just not sure how to open the conversation. |
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Staff Respect and Trust
posted at 7/24/2009 5:27 AM EDT
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
Respect and trust can't be demanded, but must be earned. Hopefully time will heal their attitudes.
However, I would probably schedule some type of meeting to discuss their concerns. But end the discussion with the fact that you do expect professional attitudes and good job performance regardless of their feelings on this matter. And that if that can not happen that you are willing to accept their resignation(s) -- but only if that is true! I would also do some succession planning should some or all need to leave the company and be replaced. But then again I know my personality and honestly a management role is not for me. My expectations are too high and my employees would hate me. |
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Staff Respect and Trust
posted at 7/24/2009 6:23 AM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
I agree with rrubert. I would schedule a team meeting and not go 1:1 with any of them regarding this matter. Further, I would avoid any and all criticism of the former employee and stick strickly to now and in the future. As tempting as it might be to "get back" it won't serve anything. Simply promote positive performance and outcomes. That and time will get you through. |
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Staff Respect and Trust
posted at 7/24/2009 6:29 AM EDT
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Posts: 5
First: 7/23/2009 Last: 7/27/2009 |
Thanks to both of you for the feedback. My HR person prefers the 1:1 because the two people who are friends with the terminated employee have bonded together as victims of an abusive manager. The other two staff members have no trouble with my managerial style. HR feels that having all four in a room together would not be conducive to open sharing. |
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Staff Respect and Trust
posted at 7/24/2009 7:40 AM EDT
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
It might not be as conducive to opensharing, but every one will hear exactly the same thing at the same time. They can't go back and say -- what did she say to you, but she said this to me...
And honestly, do you need more opensharing? You already know the issue. I don't know that getting into the details of who said what when and how would really help any side change perspectives. I would definitely suggest having HR there at each meeting to take notes at the minimum. |
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Staff Respect and Trust
posted at 7/24/2009 7:43 AM EDT
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Posts: 5
First: 7/23/2009 Last: 7/27/2009 |
HR will be present. We will not be rehashing what happened. Just asking for suggestions on salvinging what's left of the department and moving forward.
We gave her the option to resign.No one will speak ill of the person who left and nothing will be said about why she decied to leave. |
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Staff Respect and Trust
posted at 7/27/2009 8:11 AM EDT
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Posts: 19
First: 2/13/2008 Last: 7/27/2009 |
Kudos to you for seeking to establish an environment of trust and respect.
I'm wondering, though, if there are some issues you are unaware of. For instance, it puzzles me that there are two remaining employees who perceive you as abusive. Is their perception solely a function of brainwashing from the toxic individual? Or is it "only" a difference in preferred management style (and therefore something you assume can be discounted)? In striving to generate an environment of trust and respect, would it be safe for these (or any of your) employees to raise concerns with you about how you interact with them? |
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Staff Respect and Trust
posted at 7/27/2009 8:24 AM EDT
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Posts: 5
First: 7/23/2009 Last: 7/27/2009 |
I thought about that over the weekend and asked HR to meet with the entire department today (without me)to see if there was something I may be missing or something abusive about my management style. She received a resounding No to abuse but she noted one of my folks seemed particularly hostile. She asked if there was something she needed to discuss one on one and the employee said she was generally unhappy with the company as a whole and wanted to see about moving to another area. We are going to help her with that and I will be meeting with each staff member one on one to see about helping them with long range goals. When I entered the meeting they all seemed OK and receotive to my ideas about moving forward. Time will tell. |
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