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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Problem Employee Is Managed By Someone Else

Question to Ask the Workplace Doctors  about an angry confrontation by one not in your line of control:

I am supervising two employees and am operations manager for a cooperative venture. This is a unique situation because there are a total of four member organizations with whom I do not play a supervisory role, they are managed by their respective organizations. I am responsible for only the supervision of employees of the organization I work for. We recently let an employee go prior to the end of her probationary period and it was done by myself and my director having determined that she was not a good fit for the job. We stated why she did not pass the probationary period, asked for keys and offered her the choice of collecting personal belongings at the time of dismissal or packing them up for her to pick up at another time.

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Am I Handling This Supervisory Problem Correctly?

Question to Ask the Workplace Doctors about subordinate: We both started the same day but I got hired before her and was offered the position of Supervisor. Since then this person has cursed at me, yelled at me and throws a fit when I ask her to do something.

I’m having a problem with someone that I have been working with for a year now. We both started the same day but I got hired before her and was offered the position of Supervisor. Since then this person has cursed at me, yelled at me and throws a fit when I ask her to do something. She goes running to higher-ups saying that I’m giving her attitude and yelling at her when I’m not. I finally decided to go to my new manager, who is the head of the department we work in. I asked to have a meeting discussing this person’s aggression towards me. Did I go the correct route for solving this problem?

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Private Meetings Between Employees

Question to Ask the Workplace Doctors about secret conversations between two members of a four member company: Is the newer employee, who may be at the root of the trouble and may be “poisoning” the other employee’s attitude?

I own a small company (4 people, including myself). Recently, I’ve encountered two of my employees having impromptu, private conversations in very out-of-the-way locations such as in the hot sun of the parking lot during business hours (not on the way to or from lunch), out in the 120-degree aircraft hangar when their workstations are in the adjacent 77-degree office, etc., when they should be inside working. When I walk-up, they quickly try and cover up whatever they may have been talking about.

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Coworker Spreading Rumor I Am Unethical

Question to Ask the Workplace Doctors about badmouthing coworker: I might lose my contract. I can prove that these rumors are all wrong because there is no connection. I also can prove that my Lead did nothing about it. Is there anything I can do legally?

I joined an organization in October as a contractor and was put on a project. One of my coworkers had issues with the manager of this project. Finally, after doing a very poor job, he was asked to give his work to me and dismissed from this project and put on another one and also given a warning of dismissal. After this behaviour he started blaming me for his dismissal from the project and also blamed me for the warning he got from his manager regarding his dismissal from project.

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Family Business: A Blessing And A CURSE

Question to Ask the Workplace Doctors about family business: A brother-in-law’s daughter has been hired. She doesn’t earn her pay and she is NOT one of the owners of the business and has no right knowing what happens during our meetings/discussions. Confronting the brother-in-law results in verbal abuse and no one confronts Big Daddy because he freaks out.

My husband, brother-in-law, his son and an outside party own the family business. I have also worked in the business for 15 plus years. Within the last three months, my bro-in-law’s daughter has been hired (same salary as me–even though she has no experience) plus extra perks for her, phone, gas. Well she’s already bored or incapable of doing what her contract states–so she’s working her old job two days a week and still collecting the salary…. which obviously make me bitter. The problem is you cannot say anything to “daddy” about his family or he freaks out!! So no one has.

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No Action About My Complaint of Threats

Question to Ask the Workplace Doctors about threatening coworker: He bad-mouth me behind  and jumped in my face.

I have been working with this guy for about two years and recently he was wrote up for having a PDD in the workplace. He accused me of telling on him, but I didn’t. He followed that by talking bad about me behind my back and told a fellow employee that we were about to fight about it. The employee told me and I confronted him about it but he denied saying anything. Months went by and every day a new story came to my attention by fellow employees telling me that he was badmouthing me and also saying he had been following me to jump me outside of work.

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Supervisor Tells an Interrupting Subordinate to Shut Up

Question to Ask the Workplace Doctors about a boss who orders a non-involved employee to butt out: Is it ever appropriate for a supervisor to tell a subordinate to “shut up”?

In a recent workplace altercation, an employee came upon the first line supervisor discussing an issue with a maintenance technician, the employee butted in offering his opinion. The supervisor asked him to stop interjecting several times, yet he continued to interject himself until ultimately the supervisor told him to “shut up” and leave the area.

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Falsely Accused Of Choking An Employee

Question to Ask the Workplace Doctors about physical abuse: I have been accused of grabbing a member of my staff around the throat.

I have been accused of grabbing a member of my staff around the throat. I have two other members of staff who witnessed that I did not grab him in any way, but he has a outside witness who is his close friend who is stating that I did. I am now facing a disciplinary action over this. What advice can you give?

Signed, Worried

Dear Worried:

If the incident still has to be investigated, it seems likely that the truth will come out. However, the real issue is, what did happen? You’ll need to be able to explain that fully because there will be questions that need to be answered completely and directly.

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Management Doesn’t See Truth About Employee

Question to Ask the Workplace Doctors about following instructions: He likes to turn things around and never focuses on the problem. He acts innocent when confronted. He is very unproductive and wants all the attention.

I have a employee that has difficulty following instructions. My lead person is having difficulty with the same employee as well. He is a liar, a manipulator, arrogant, controlling and untrustworthy. But around management he displays a charismatic and respectful image. He likes to turn things around and never focuses on the problem. He acts innocent when confronted. He is very unproductive and wants all the attention.

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