Employee relations
What do you do when an employee feels you are bullying them and being unfair, when really you are enforcing production policy and production procedure from the employee handbook that past supervisors did not. I have tried every approach to work with the employee over the past 20 months and nothing resonates. Every encounter with said employee turns into defiance, intentional work slow downs, and insubordination. Top management within said company knows of this employee's history towards supervisors and does nothing to help remedy. I now feel as though my integrity and morals have been compromised because of lies and deceit.
Does your company have a Human Relations person? It sounds like you are doing our job but need support if not from upper management than HR. Perhaps a company meeting or an article about rule enforcement coming from HR would help all supervisors. How do other supervisors in you company handle problems like this? Can the employee be transferred to another department?
I agree with Jeff, get rid of him. that is not only messing with your money it is messing with everyone else's money as well. if production is down then the snow ball starts and keeps rolling. cross your t's and dot you i's.
There is a lot of discussion in this thread. Simply put this employee is poison. It effects you and all of there Co workers. Be consistent, treat them the same as all other emplyees. Get rid of this person at all costs. Good luck.
Try your best to manage above all the information that going with you on your job,so that you don't get stressed out and edgy about something's that you're going through without reason. Tell the truth about how employees are supposed to be self sufficient and decency to maintain the standards within the workplace without guilt.
If upper management knows of the situation then I'd have to say they are avoiding a potential legal issue. My thought is to initiate the mentoring/ coaching approach. "How can I help you with your job", "lead by example" etc. Give it 90 days starting today- document, document, document! Then move forward with a verbal (documented) , 1st, 2nd & then final. As you move through the process dates, times, employee action or lack of, your intervention and again document. Always have HR with you as witness. It's very time consuming for you but it's the right thing to do for the employee & you.
I would kindly pull him into my office, ask him nicely to sit down, I would review his work ethics and progress in front of him, explain every issue with him, Let him know I wasn't bullying him that what is asked of him has to conform with the job requirement, Then I would ask him if he was happy with his job and what it entails, Then proceed to tell him, If his work ethics and quality don't improve I would have no choice but to let him go so he could find the job of his dreams if that one isn't it. Then I would thank him for coming in and hearing all I had to say and he could either go out and learn to love his job or find the one he would love to do without issues, and thank him. lol but that's just me, lolol
If the employee has been written up and has been given multiple warnings you're at the point where it's time to let them go and let them know that things are just not working out keep it cordial affirmative polite but firm unless they are willing to resolve the situation you have no choice...the main thong is document EVERY. encounter with this employee...
Hi Craig: I'm sorry to hear about the situation you're currently going through. Since you have policy standing behind you, you're definitely in the right. With that in mind, are you the person's supervisor? If so, and you can document their behavior, I would start doing that so disciplinary action should be taken.
When employees act up within the Company its mostly related to direct supervisors...they are the ones that have daily contact and communication. If I were you will change supervisors or have all staff meeting where employees will tell you how they feel. Be flexible...I hope it helps