Subordinate Taking Credit For My Work

Question to Ask the Workplace Doctors about a subordinate lying to gain credit: My question is: it has been a day since, do I talk to her about this undermining action of stealing credit?

I asked a subordinate to write up a how to manual on her duties in regards to using a particular software program. I gave her a date (one week) in which to do step by step print screens and step by step instructions for a 5 minute procedure. The first due date came and she said she didn’t have the time to work on it. I told her we had to have it done so that I could see if I could follow the instruction (as I am not familiar with the software I’d be the perfect guinea pig to test the instruction’s accuracy), second due date came, they were on my desk.

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How To Correct An Employee

Question to Ask the Workplace Doctors about a subordinate who reacts angrily when confronted about a complaint:

I have a serious problem. I am a manager who has been in that position for four years. Every time I approach an employee with a complaint that employee will get mad and call the office and spread to the customers that I’m mean and don’t know how to talk to people. I have tried everything including writing instead of talking. What can I do?

Signed, Frustrated

Dear Frustrated:

One of the toughest things to do is to correct an adult and do it in a way that gets results but doesn’t make them less cooperative in the future. The best way to achieve that is by showing respect for them, being courteous even if firm, and building a relationship that involves trust and mutual efforts to improve customer service and build the business.In your case, you should also be concerned about employees who you can prove are saying negative things to customers. I’m sure your company doesn’t want that kind of talk and there are surely rules about it.

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Dealing With People Is Not Easy

Question to Ask the Workplace Doctors about displeasure of subordinates: Three team leaders went to the manager while I was off and told him we had communications issues. And also said they felt like I could not be approached because I don’t listen to them. What can I do before this gets out of control?

I have recently begun using a roster pattern introduced by my company. It has proved very unsuccessful with both team leaders and work shop crew. I was asked by a team if we could have something tried locally instead of using the roster. I agreed but only if we could get full agreement by everyone. This did not happen because of one individual who would not agree. I talked to the team leaders separately and said something about the individual that I now regret. The team leader then told the employee what I had said. Also all three team leaders went to the manager while I was off and told him we had communications issues. And also said they felt like I could not be approached because I don’t listen to them. What can I do before this gets out of control? Please help.

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Controlling a Controlling Business Manager

Question to Ask the Workplace Doctors by an MD who owns a large practice but has a business manager who maintains control by keeping information to herself: She doesn’t always show up, and when she is gone, we are in a financial pickle. Please help me.

I am a doctor and own a large practice. The business manager is very controlling and won’t show anyone else how to do her job. She got a new billing system and has all the codes and won’t permit anyone else to use it. She doesn’t always show up, and when she is gone, we are in a financial pickle. Please help me.

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Manager Falsely Accused By Subordinates

Question to Ask the Workplace Doctors about accusation by subordinates: It was said that my wife, their manager, said that one of the women would spread her legs to anyone

My wife, who is a senior manager, was accused of saying something about three of her subordinates. It’s an outright lie that she said anything she was accused of saying. (It was said that my wife said that one of the women would spread her legs to anyone.) My wife and I are trying to be good Christian people and my wife is the only person I know that would not lie about anything(not even a white lie). The company had to write her up as company policy. What can we do to clear her name?

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Employee Refusing Instructions and Verbal Abuse

Question to Ask the Workplace Doctors about disgruntled employee: She has challenged me at every corner, saying that was not the way the previous manager had required–regardless of the fact that the previous manager was fired because she failed to complete her duties–and flat out refuses to do as I ask.

I have recently been promoted to a management position where I am the supervisor to two other employees who were formally my same-level co-workers. One employee expressed interest in being promoted (prior to my promotion) and has given me an extremely difficult time in the transition from her peer to her supervisor. She has challenged me at every corner, saying that was not the way the previous manager had required–regardless of the fact that the previous manager was fired because she failed to complete her duties–and flat out refuses to do as I ask.

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How Can I Stop Rescuing A Problem Assistant?

Question to Ask the Workplace Doctors about irresponsible dependent assistant: Also, I have to work with side by side with Jane 40 hours a week. I don’t want to provide any more assistance to Jane because her problems are a bottomless pit but I want to have a good working relationship with her. I just want this problem to go away.

 I am a Special Education teacher at a middle school. Since the beginning of this school year, I have been working with an Instructional Assistant who has a boatload of personal problems and has been “written up” twice in the last three years for theft in the workplace. At the end of the last school year, I was told by my principal who my new Instructional Assistant would be. When I mentioned to coworkers who my new Instructional Assistant would be, several coworkers warned me to be cautious with this new coworker as previous teachers that she had worked with had suspected her of stealing school supplies from their classroom.

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Affair Between Employee and My Husband

Question to Ask the Workplace Doctors about an affair.

My husband had an affair with one of our employees. I still have to work under the same roof as her. The mental anguish is killing me! Do I have no right to fire her?

Signed, Tortured Mentally

Dear Tortured Mentally:

You may wish to consult an attorney to make sure there are no issues involved that could create problems for you and the business. The main one I can think of is if you are a business of over a few employees (which would put you under EEO requirements) and this employee claims she was forced to have a relationship but you fired her for it. Then, the matter could become a sexual harassment issue if she chose to pursue it in that way.

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Supervisor Under Verbal Attack!

Question to Ask the Workplace Doctors about  verbal abuse.

I’m a supervisor who has been repeatedly attacked verbally by an employee. She curses me out and threatens my job. What should I do?

Signed, On the Defensive

Dear On the Defensive:

The short answer to what you should do about an employee who curses at you, threatens your job and is discourteous is this: Take supervisory action to stop her unacceptable behavior immediately. Apparently you haven’t done that yet! Or, if you have tried, it hasn’t been effective or successful. It may be that you don’t feel you have the authority or will not be supported, or you may simply not like the unpleasantness of telling her to stop and having more arguments and anger.

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Employee Bypasses Me And Goes to Manager

Question to Ask the Workplace Doctors about bypassing boss.

One of the employee that I supervise has never accepted me as a supervisor and continues to go to the Operation Manager who she has worked with for several years. The Operations Manager will not tell her to go ask me but will handle it herself. What can I do?

Signed, Bypassed

Dear Bypassed:

It sounds as though the Operations Manager creates part of this problem by continuing to let some one who should be reporting to you, come to him or her instead. Consider talking to the Operations Manager and explaining how problematic it is. Ask the Operations Manager to help you by not encouraging any employee to bypass you in that way and by letting you know if someone comes to him or her,so you can talk to them instead. If the Operations Manager has more experience than you, consider asking him or her for feedback about ways you could more effectively work with the employee. You say they’ve worked together a long time. He may have insights that will help you.

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