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Unhappy Supervisees
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Unhappy Supervisees
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
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 8/6/1999 5:37 AM 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! Teresa Parsons |
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Unhappy Supervisees
posted at 8/8/1999 8:28 PM EDT
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Posts: 67
First: 7/20/1999 Last: 6/30/2000 |
This is a performance issue - the supervisor's goals MUST include verbage to address "the ability to effectively manage employees." "Effectively" should be clearly defined, also.
To protect the company - what is being done in the way of coaching this supervisor to acquire/improve skills? Is she being encouraged/required to attend management classes? Is/are her boss/you doing any coaching? Be certain that the offers are out there for her to take advantage of - then, when she doesn't take advantage of them and her performance is in question, it's her responsibility; the company will have done its job. Then, her boss can sit down and discuss her inability to manage and hold her accountable - ie., her JOB depends on this. If her boss is not interested in doing so, then you will have high turnover in her department, which affects productivity, morale, etc. that can also spread to other parts of the company. All too often supervisors are not held accountable for their ability to manage and this inability to manage does more damage than anything else they could possibly do! Good luck! |
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Unhappy Supervisees
posted at 8/8/1999 8:29 PM EDT
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Posts: 31
First: 6/30/1999 Last: 10/7/1999 |
The problem with the supervisor in question must be brought to her attention before going "over her head." Any problems should also be documented by the employee who feels mistreated as to nature of incident, time and place. It's not clear from your communication if the employee actually has discussed the problem face to face with her supevisor. If not, she should do so. If the supervisor's response is as negative as you believe it will be, then you, along with the employee, may take it to your boss.
Point out to your boss that the supervisor needs instruction in dealing with people and other management techniques, and suggest a possible seminar or class be scheduled for her. Request a conference with your boss and the supervisor to discuss various problems, as documented by the unhappy employee. What I describe above is a typical grievance process. Your company has such a process in place, and it should be followed. The outcome depends on whether or not the supervisor is cooperative, and if management (the supervisor' boss, and above) feel that there is merit to the complaint(s) against her. Also, determine if this problem is a personal conflict between these two individuals, or if this supervisor has a bad attitude towards everyone. A personal conflict can be settled. Transfer the employee away from this supervisor, or simply let them talk it out. On the other hand, if the supervisor is generally unpleasant, some means of discipline is in order for her. Maybe just a course in how to handle people will suffice. Or, if extreme, it may be necessary to terminate her. |
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Unhappy Supervisees
posted at 8/9/1999 5:19 PM EDT
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Posts: 13
First: 8/6/1999 Last: 5/19/2006 |
HR Manager:
So you don't think that the supervisor is creating a hostile work environment by this behavior? My feeling is that she is--understand that her supervisees feel intimadated and threatened by her. (she tells them she cannot get HER work done, she always has to help them; she tells them she is the only one doing anything right in the entire organization; she uses foul language; she sits at her desk and yells their names, they are to come when called; she feels the need to talk down to them-nastily, when they retaliate in a nasty manner, she is extremely offended; as they put it-they walk on eggshells when she is in). I believe these 2 individuals are going after hostile work environment, what is your "take" on this..and does what I describe even fall under hostile work environment? I REALLY appreciate your time in this matter! THANK YOU! |
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Unhappy Supervisees
posted at 8/9/1999 10:19 PM EDT
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Posts: 90
First: 6/23/1999 Last: 9/26/2001 |
It is my understanding that it is not a hostile environment if she treats everyone equally like dirt. Sounds like you may be looking to make a legal case when it is the performance issues that need to be dealt with. There is always strength in numbers. If you have attempted to deal with this directly with the person and cannot resolve the matter, document, document and take everyone involved when you go to the next level. That way it is not perceived simply as a personality conflict. You all may want to make sure that there is no grounds for her complaints. If there is, ie. some are not doing their jobs, you may want to address those issues and acknowledge them simultaneously in all fairness. Otherwise it could backfire on you negatively. |
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Unhappy Supervisees
posted at 8/13/1999 1:27 AM EDT
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Posts: 60
First: 6/13/1999 Last: 5/22/2005 |
It's not a hostile environment from a sexual harassmwent standpoint if she is not focusing only on the men, or using sexual epithets, etc.
However, because you knowthe employees' complaints are justified, you need to do something about it. When employees are in such a situation they will work at a lower level and even "get stupid" in an attempt to help the Supervisor look bad or fail, regardless of what it does to them. Unless the Supervisor is "protected" in some way like being a relative of the owner, she should be given feedback that her style is ineffective and detrimental to productivity and that she has to change, If it's important to the company then her job should be on the line if she does not change. But, if there are others who are treating their employees in a similar fashion then she should not be singled out. If there are others and they are men, to sinle her out would (ironically) be a disciminatory act. I suggest that you take her out for a lunch or a drink (having gotten the ok from the big boss to tell her) and tell her what you have observed and that not changing could jeapordize her job. |
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Unhappy Supervisees
posted at 8/13/1999 6:01 AM EDT
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Posts: 43
First: 7/5/1999 Last: 12/20/2001 |
I am going through a VERY similar problem. Sure you don't work with me?
The manager here is a technical services person and is very uppitty. She constantly talks down to people and gets offended if anyone dares to speak back. I am the HR manager and I have brought this to the owners attention several times, but they always find an excuse for her behavior - "She means well" "She isn't a people person" "She is trying to get along better with people" and my favorite "She just cannot tolerate stupidity or people who foul up." Mind you she does not supervise most of the people she reprimands. I have talked to her, written her letters etc...to no avail. I cannot think of what to do anymore because she is a top mgr and she is EXCELLENT at her specific job. So we are in the same boat. help would be appreciated! Thanks |
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Unhappy Supervisees
posted at 8/22/1999 8:53 AM EDT
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Posts: 26
First: 8/22/1999 Last: 5/22/2003 |
Tracey,
A successful organisation just cannot 'put up with' prima donnas!! No matter how good she is at her job, she has to know that there are, or will be, sanctions for her inappropriate behaviour. It is already 'costing' the organisation. What have you indicated in the letters you have written? What have been the 'sanctions' if she continues to behave unacceptably? These need to be clearly set out, but it's almost impossible if your boss will not support it or rescues the person for whatever reason. Have many staff left because of the treatment? If possible get staff to reflect her behaviour back to her, ie "I find the way you speak to me unacceptable...." etc. Don't give up on this as I suspect it's costing your organisation more than you know. |
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Unhappy Supervisees
posted at 8/22/1999 8:54 AM EDT
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Posts: 26
First: 8/22/1999 Last: 5/22/2003 |
Tracey,
A successful organisation just cannot 'put up with' prima donnas!! No matter how good she is at her job, she has to know that there are, or will be, sanctions for her inappropriate behaviour. It is already 'costing' the organisation. What have you indicated in the letters you have written? What have been the 'sanctions' if she continues to behave unacceptably? These need to be clearly set out, but it's almost impossible if your boss will not support it or rescues the person for whatever reason. Have many staff left because of the treatment? If possible get staff to reflect her behaviour back to her, ie "I find the way you speak to me unacceptable...." etc. Don't give up on this as I suspect it's costing your organisation more than you know. |
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