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Unhappy Supervisees
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I was approached today by an employee that feels her supervisor is simply treating her like dirt. I have witnessed the behavior in person and personally do not know how she put up with it for as long
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Unhappy Supervisees
posted at 8/10/1999 5:10 PM EDT
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Posts: 13
First: 8/6/1999 Last: 5/19/2006 |
I was approached today by an employee that feels her supervisor is simply treating her like dirt. I have witnessed the behavior in person and personally do not know how she put up with it for as long as she has.
Story behind the supervisor: zero people skills, thinks she is the only one that EVER does anything right (including her boss and myself and we are equals), first time supervising-doesn't even know not to speak about one supervisee to another! We have a grievance process and I suggested that they document their incidences and file one or deal with this supervisor "head on". (in all actuality, I do not believe dealing with this person head on will do one bit of good---she is NEVER WRONG!) Does anyone have any advice for me on how to take this to MY boss? We ALL know she has no people skills and tends to look down on everyone else...but what now?? Thanks for anything you can offer! |
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Unhappy Supervisees
posted at 8/10/1999 10:05 PM EDT
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Posts: 8
First: 6/13/1999 Last: 11/1/1999 |
I would advise the ee to go ahead and submit a formal grievence, which can then be presented to both the problem supervisor and the supervisors boss.
Between you and the boss of the problem supervisor, prepare a plan, that may include some seminars on communication skills, or suggest some reading materials, and then meet with the problem supervisor and let her know exactly what changes need to be made, and what the time frame and expectancy level of those changes. Remind her that acts of retaliation against the complainant can cause future problems. At the end of the determined time frame meet again with the supervisor and her boss, and review the changes she has made and the skills that still need improvement. Try to keep all meetings as positive as possible, and you may want to even include the supervisor in the selection of seminars, classes or books that she thinks would be helpful in dealing with her subordinates. Lastly advise the problem supervisor in a positive way, that if improvements are not made, then disciplinary steps may be taken. Good luck with a tough situation! |
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Unhappy Supervisees
posted at 8/11/1999 9:01 PM EDT
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Posts: 2217
First: 6/16/1999 Last: 12/13/2001 |
My first concern here would be that the "problem supervisor's" conduct, at least in some cases, rises to the level of illegal conduct (e.g., harassment, discrimination, retaliation etc.), and therefore exposes your company to legal liability. Did the employee suggest anything to you to suggest that there might be issues that need to be addressed under your EEO/anti-harassment policies? If so, you can discuss the situation with your boss in that context.
To the extent that the "problem supervisor" is not creating potential legal liability, but is nonetheless obnoxious and inapropriate, you can treat her conduct as the serious performance issue that it is. "tstout" has given you some concrete, common sense suggestions as to how you might choose to approach the "problem employee" to address these concerns. |
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Unhappy Supervisees
posted at 8/11/1999 9:09 PM EDT
|
|
Posts: 2217
First: 6/16/1999 Last: 12/13/2001 |
My first concern here would be that the "problem supervisor's" conduct, at least in some cases, rises to the level of illegal conduct (e.g., harassment, discrimination, retaliation etc.), and therefore exposes your company to legal liability. Did the employee suggest anything to you to suggest that there might be issues that need to be addressed under your EEO/anti-harassment policies? If so, you can discuss the situation with your boss in that context.
To the extent that the "problem supervisor" is not creating potential legal liability, but is nonetheless obnoxious and inapropriate, you can treat her conduct as the serious performance issue that it is. "tstout" has given you some concrete, common sense suggestions as to how you might choose to approach the "problem employee" to address these concerns. |
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