ANSWERS: 10
  • Im in a similar situation but I happen to be the employee...I dont undermine anything she doesnt do her job I pick up her slack....I feel used and taken advantage of are you sure your employee isnt in a similar situation?????
  • I am in a similar situation. A few short years ago, I contacted "Jane" regarding an upcoming management position that I had heard of. I thought of Jane because I knew she was almost done with her MBA and she had about 6 more years of experience in our field of work. She and I had both worked temporarily at this employer a few years prior through an outsourcing company. I called Alice, the then current manager that was preparing to leave the position. Alice confided in me that she would never leave the position open for Jane, and thought I would be a “great fit” for the position. I expressed to Alice that I did not have a degree and no prior management experience. I had never considered a position as a leader. Needless to say, Alice convinced me to apply for the position. I was offered the job, and greatly enjoy my job. Jane was never asked for an interview. About 3 years ago, I learned that Jane was looking for a job. Having known Jane professionally for about 15 years, I encouraged her to apply for a staff position. I was aware that Jane could be somewhat abrasive at times, but none the less she possessed a good skill set and was a hard worker. Unfortunately, I believe I made a serious error in hiring Jane. She has been a constant thorn in my side. She is manipulative, deceitful and she has gone to senior management to try to make me look bad. Fortunately, my boss seems to be somewhat clued in to her attempts, although he has never directly referenced it. I feel like I have to watch over my shoulder all the time. Jane may have her MBA and a few more years experience than I do, but she has poor people skills and jumps to conclusions too quickly. Jane looks for the meaning within the meaning (which can be good- or not), but fails to see the big picture. I think she has been applying for positions closer to her home. Unfortunately, I think she is being turned down. It is surely difficult for a middle aged woman with no management background to obtain a position with any level of authority, despite having an advanced degree. This seems to mean I am stuck with her. There was a difficult situation about 18 months ago involving another employee’s alcohol abuse. We all suspected it was happening. At one point, Jane was telling me I had to do something about it. I had to explain to Jane that my hands were tied. This employee had not been caught coming to work under the influence. All I could do was document and keep a watchful eye out. If there were excessive absences or patterns, etc., action could be taken. Jane decided to go to senior management and give them her two cents. Seniors apparently told her the same thing I had been telling her. Later, she demanded me to do something. Of course, I had already spoken to the employee with the problem, and expressed deep concerns. However, there was little I could do about how she spends her off time. About a month later, the employee did in fact come to work under the influence. When I became aware of the situation, I immediately took that employee to human resources. The employee faced some serious consequences. Later, Jane told me that she couldn’t believe I turned the employee in and that “it just goes to show that you are a new manager. You could have sent her home for the day.” I wanted to spit nails! I believe I acted appropriately. Had I sent the employee home, it would have only demonstrated that the employee could come to work drunk again. This would be dangerous for the employee and our customers. I could have had some major problems down the road, not to mention the safety factor. The employee could have said “last time you only sent me home.” That would have been really bad. I am rambling- my apologies. I just feel like Jane will do and say whatever she can to undermine me. She wants a management position so bad, I fear she would do anything to get one. She even had the audacity to apply for the CEO position when it was open. She brings this negative energy. I have only recently realized how manipulative she is. She tells me things “in confidence” that cause me to second guess myself. I am not an aggressive person, and try very hard to keep things flowing well and my staff as happy as possible. My husband keeps telling me I am doing a great job, and people know it. Keep doing what I am doing and things will be fine. I just wish Jane would go away!!!
  • Document everything. Dates, names, times. Every situation that comes up, write about it, when it happens, on the computer in a dated file. Then do not access it again. Eventually things will come to a head or she will slip. And you will have dated, documented proof of what happened and when, over the course of time.
  • Give her the can.
  • First of all have close look for ur employees.if anyone overcomes u.Find them what exactly he/she doing against u and find were they capable of beating u try to improve on that area and short list the problem were u frequently facing problem .rectify those things and make sure that next time there should not there in ur way which u faced previous
  • outsmart her and set a trap
  • look her in the eye and tell her "you are walking a fine line". If it continues fire her.
  • Have a meeting with your employee and your supervisor--just the three of you. Iron out the situation and put everything on the table. Often times, an open and honest disussion will lead to a better understanding and even possible resolvement--at least in the short run.
  • Keep a record of everything. Once you can prove what she is doing Fing the b#*ch, move on. Also give her the tasks that she can't hope to succeed at. Preferably the not important mind numbing ones that take up alot of time. If you can make her use all of her time at work to get everything done she will have less time to make you look bad. That answer was rather unprofessional, but I do quite abit of work as a consultant that teaches Meyers Briggs. So if you want some in depth tactics on how to proffesionally solve the situation just let me know First step is definitely to keep a record of everything. She can't lie or make you look bad when the facts are on paper...unless you are actually doing a crummy job
  • Fire her for insubordination. Then say it wasn't your decision, it came from upstairs.

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