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Excess Chatter, etc.
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Excess Chatter, etc.
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
We don't have an HR Manager, so I (as Payroll & Benefits Administrator) am the HR Dept, with the CFO standing in when it comes to major decisions. I have a situation with an employee in the connec
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Forums » Topic Forums » General Forum » Excess Chatter, etc.
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Excess Chatter, etc.
posted at 9/8/2009 5:26 AM EDT
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Posts: 8
First: 1/3/2001 Last: 9/8/2009 |
I am together with Stream and Cynbrandt - co-workers have to work out their work style differences without having to involve HR, unless something illegal or counter-policy is happening. Get people talking rather than running to HR. Some coaching with the supervisor (who is the next step if things go unresolved after the two co-workers discuss this) on how to build confrontation/conflict mgmt skills with the co-workers might be appropriate, but it seems inappropriate for HR to enter the triangle as the third party in this case. |
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Excess Chatter, etc.
posted at 9/8/2009 7:10 AM EDT
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Posts: 1
First: 9/8/2009 Last: 9/8/2009 |
While the singing, shouting employee may be able to "get er done" she is hampering the other employees ability to do the same. Wouldn't two productive workers be better than one? I support the discussion between employees to try to resolve the issue. Singing employee may not even know she is doing it. If the two can't work it out I think the supervisor has to do something to mitigate the impact on office production. Whatever that may be. |
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Excess Chatter, etc.
posted at 9/8/2009 7:12 AM EDT
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Posts: 1
First: 9/8/2009 Last: 9/8/2009 |
You clearly demonstrate the lack of professionalism in the work environment by doing a lot of name-calling in your description of this allegedly disruptive employee, so it's not surprising you're not getting anywhere in solving this "problem." While you criticize this employee's behavior toward others, you acknowledge that both customers and vendors "respond" to her." I can only take that as a grudging admission that they are very happy to have found someone in your organization who is actually happy to talk with them and build a relationship. If you have "an older employee" (whatever that means) who cannot concentrate in an open office, and you're not running a public library, then perhaps you should consider moving Grumpy Gus to a quieter area of the building. Chances are if it's not this co-worker he or she is complaining about, it will be something or someone else. |
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Excess Chatter, etc.
posted at 9/8/2009 10:57 AM EDT
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Posts: 1
First: 9/8/2009 Last: 9/8/2009 |
It seems to me we have an obligation to all of the other employees to have what a reasonable person, regardless of age, would expect as a far as a noise in the work environment. The supervisor needs to step up and see that the noisy employee modifies her behavior while at work. |
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Excess Chatter, etc.
posted at 9/9/2009 6:49 AM EDT
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Posts: 50
First: 11/21/2005 Last: 11/2/2009 |
I have been the "older" worker in this puppet theater before, only I had two jack asses in the room and a supervisor who only thought about his afternoon martini - good times!
The disruption turned into full-blown harassment. In the end I abruptly quit (after 14 years of service) and the two were subsequently fired because they no longer had an experienced person to pick up the slack. And the boss ended up in rehab - the only positive outcome. In hind sight, I would have handled it differently. Sure it was miserable and I couldn't get my work done, but guess what, it was my bosses job to make sure I could get it done. Instead I broke my neck to get it done and ended up resenting everyone involved and they openly hated me. When I work with folks who are in this situation, I always advise them to try to figure out a way to get along, usually the disruptions stop once the new hires feel more secure. Complaining sometimes leads to escalation of the behavior - especially when the boss sees nothing wrong with the situation. I also advise them to quit, but not without finding suitable employement elsewhere first and giving appropriate notice. If it interferes with her work, so be it, she has 25 good years behind her. If there is a quiet space, there's your answer! Although in my case moving to a quiet space caused them to shoot elastic bands into my cubicle - that's what lead me to walk out, you already know the rest of hte story. |
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Excess Chatter, etc.
posted at 9/10/2009 12:27 PM EDT
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Posts: 217
First: 3/22/2005 Last: 8/29/2011 |
There is one other aspect to this that may not have been considered. I've worked with a couple of people in my lives that would be my personal life and my professional life), who had ausbergers syndrome, or high functioning autistic. In both cases, they really didn't understand the concept of personal space, blurting out whatever they thought, and generally exhibiting some other behaviors that were "out of the norm." The one thing I've learned is that patience is key, as well as continually demonstrating the correct behavior to them. It takes time but the results were worth it.
I'm not suggesting that this employee falls into the same category, but there may be a good explanation for the behavior and perhaps not something the offending employee even realizes is, well, offensive. Perhaps this is a good time for someone to practice their mentoring skills. It need not be you. |
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Excess Chatter, etc.
posted at 9/10/2009 12:31 PM EDT
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Posts: 32
First: 6/10/2004 Last: 8/12/2011 |
I would agree with hbrth - but also look into moving her or the coworker who sits around her - you could offer a quieter location. We had an employee who need to make client calls and was constantly being distracted by others so we suggested the move and she was willing to move and has said she is less stressed. |
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Excess Chatter, etc.
posted at 9/23/2009 7:04 AM EDT
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Posts: 1
First: 9/23/2009 Last: 9/23/2009 |
Hi,
Have you ever thought about confronting the co-worker directly. It sounds like you are irritated (I would be too, the Meow-Mix song is annoying). Step up and deliver honest feedback, her behavior in a professional environment is inappropriate and is impacting her reputation with her peers. You can do this respectful manner, in a way that is interpreted that you are looking out for her best interests. And, don't take this type of issue to the CEO, he/she has bigger issues to deal with, and not to mention it may impact your relationship with the supervisor. Just a thought! |
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Excess Chatter, etc.
posted at 9/23/2009 8:31 AM EDT
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Posts: 1771
First: 10/24/2002 Last: 9/14/2011 |
Ummm, katpete, if you'd read the entire thread, you'd have seen that the OP was ASKING whether or not he/she should confront the employee directly...and we've been saying no repeatedly because he/she needs to get authorization to do so FIRST from the employee's supervisor. |
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