lovelife22 0 #1 October 28, 2004 Alright, just need some feedback or help on a current situation at work!!! I had a meeting w/my boss last night to review projects etc. Then he goes on to tell me that I should set up a meeting w/one of my employees b/c he thinks there are some communication barriers. Well, the more I ask my boss why the more he tells me that Jason (the guy that works for me) is frsutrated b/c he seems to have so much work and then flat out told me my boss..."what DOES Kari do here anyway...!!!" WHAT THE HELL is that? Who first of all goes above MY head to MY boss and says something like that basically making me look like a complete idiot. Jason is a technician with no high school diploma, so yes, as far as professionalism, he is lacking. However, I find this extremly offensive and honestly am so angry right now I cannot even talk to him. I have a meeting set up with him tomarrow morning...and need HELP on how to be professional yet forthright about this. I think 1) he does not like reporting into a women 2) he has a hard time communicating w/me for some reason I cannot figure out. EITHER WAY, i need to get through to him...ANY HELP out there? any other mangers that have had to deal w/personnel like this? Quote Share this post Link to post Share on other sites
Deuce 1 #2 October 28, 2004 Oh, yeah. Whatever you do, do not justify what you do to a subordinate employee. "What do I do around here?!! I do this and this and this and that! You little maggot!" Would be bad. I would let him know you are aware he feels overwhelmed and use the meeting as a chance to review his work in a positive way. "Whatcha got and where you at" kind of thing. Don't let it turn into a bitch session about the parts of his projects that depend on other people who he may think are slacking. Keep the meeting focused on his assignments, how they are progressing, and his deadlines. Once that is done, let him know he's doing a good job to meet those future deadlines! No need to make threats if he doesn't make them. That comes later, if it's necessary. AFter the meeting, write him a folloy-up memo which summarized the projects status and the deadlines. If he makes the deadlines, give him an attaboy. If he doesn't, then you should have a Personal Improvement Plan meeting with a written record of discussion. I never had an employee fail to respond to that method. Define the path of their success to them, and then encourage them to succeed! If they don't, then document everything and fire their useless selves! Quote Share this post Link to post Share on other sites
wmw999 2,584 #3 October 28, 2004 Sounds good. One of the most important things you can do is to remember that listening is far more important than getting your point across in a situation like this. If he gets you mad about something, don't say anything at all, or say something like "I see." You don't have to make any decisions realtime if you're pressed on something you're just reacting to -- you will come off as thoughtful and thorough if you say "I'll think about it, and get back with you at XX (or on XX) with my decision." Good luck. It can be very tough dealing with someone who is negatively disposed. If you can turn him into someone who is positively disposed, both of your jobs will be better. And if he's doing a reasonably good job, it doesn't matter what his education is, what matters is his job performance. Wendy W.There is nothing more dangerous than breaking a basic safety rule and getting away with it. It removes fear of the consequences and builds false confidence. (tbrown) Quote Share this post Link to post Share on other sites
pop 0 #4 October 28, 2004 FIRE HIS ASS!!!!7 ounce wonders, music and dogs that are not into beer Quote Share this post Link to post Share on other sites
lovelife22 0 #5 October 28, 2004 QuoteOh, yeah. Whatever you do, do not justify what you do to a subordinate employee. "What do I do around here?!! I do this and this and this and that! You little maggot!" Would be bad. I would let him know you are aware he feels overwhelmed and use the meeting as a chance to review his work in a positive way. "Whatcha got and where you at" kind of thing. Don't let it turn into a bitch session about the parts of his projects that depend on other people who he may think are slacking. Keep the meeting focused on his assignments, how they are progressing, and his deadlines. Once that is done, let him know he's doing a good job to meet those future deadlines! No need to make threats if he doesn't make them. That comes later, if it's necessary. AFter the meeting, write him a folloy-up memo which summarized the projects status and the deadlines. If he makes the deadlines, give him an attaboy. If he doesn't, then you should have a Personal Improvement Plan meeting with a written record of discussion. I never had an employee fail to respond to that method. Define the path of their success to them, and then encourage them to succeed! If they don't, then document everything and fire their useless selves! THANK YOU!! That helps a lot. Honestly been on fire all day today...now I have somewhat of a plan! Appreciate your advice everyone! You guys rock Quote Share this post Link to post Share on other sites
