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Serendipity 42

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  1. I think she could do the job if there was not constant interference and criticism of her efforts, I believe she feels de-moralised and belittled and then feels she cant do the job. The manager is only interested in the one aspect of the role the part that she is measured against, but seems oblivious to the competing demands on the supervisor and rest of the staffs time, sometimes the other stuff simply has to take priority. I do try to be there as often as possible but the other site is bigger a bit further away and the impact of travelling between sites means I have less time to manage my own responsibilities, but on quieter weeks I do try and I am in constant phone contact. I am wondering if this should be flagged through H.R. without a direct complaint from the supervisor just in case the situation escalates, the supervisor has now called in stating stress as a contributing factor for being away from work, however, if she is called in for comment this could add to the stress?
  2. Hi everyone, looking for ideas, I manage a supervisor on another site, but because I am not based on that site the senior on site manager will take control if I am not around. This other manager dislikes that the Supervisor was made up from her previous role and her attitude right from the beginning has been that because she has that position she should magically know how to manage every situation, including complex technology problems that can be challenging and we have to rely on the I.T. department and the main company help desk which is an exhaustive and messy process. She accuses her of having no imagination and not looking at other options to support when there is a problem, this is not a fair summation of the situation and the supervisor contacts everyone and makes sure all are aware of the problems, I agree there are always options but instead of accusatory statements, I think these options should come in the form of suggestions from the senior manager which would show support and instruction and would help the supervisor become better equipped to deal with these issues more effectively in the future. The upshot is that this manager confronted the supervisor and has spoken to her in a very unprofessional manner in front of other staff in an open plan office about her lack of imagination & ability, this was after a particularly stressful couple of days where the supervisor was constantly running around testing equipment with the help desk and sending out emails to keep all informed. The supervisor felt that the managers behaviour towards her was bullying and she had a bit of a meltdown, at which point she became emotional and said to the manager I am not sure I even want to do this job, the manager sent her home because she became very stressed and was crying, but at the same time she also said she would get a form to downgrade her back to her previous roll!! I have since had a very tearful phone call from the supervisor who is afraid she may try to do this in her absence, which actually she cant do, so that is not a problem but ultimately I am a little lost on how to handle this situation. This is not the first time this sort of thing has happened and when I speak to the manager about any of these incidents she comes across as she was only making reasonable requests and a manager should be able to do that without ringing the supervisors line manager all the time, she also claims that she thinks the supervisor is not equipped for the job and she should not have been given the opportunity but she schmoozes when talking to me and tries to show this as concern for the supervisor. This manager has lots of on site support and this is going to be tricky for me to raise at a higher level, but I can not stand by and let the bullying behaviour continue, unfortunately, getting other staff to stand up against this person and admit she is a bully is difficult because they are all intimidated by her and I am not sure if the supervisor will do so either because these attacks always happen when she is on site and I am not there, she maybe afraid this will make things worse. I would welcome some advice please.
  3. Thanks, have had a look at book recommended, transforming behaviour, and it pretty much echoes a lot of your opinions, I will certainly do a few one to ones though,because I have already observed a puppet and the puppet-master scenario, will be interested to get an individual response.
  4. Thanks, will go online and check that out now, luckily I have a few days before I meet with them again - AL and sickness etc, maybe give me a chance to grab some ideas.
  5. Thanks guys, some really helpful ideas, up to late last year I think this group of staff were pretty much left to get on with things and a culture has developed where any management intervention is unwelcome, when the last manager got involved with them she moved them, demanded they meet deadlines without really engaging with them, she felt they were trouble and treated them as such. I can see they are a close knit group and winning their cooperation is going to take some time,I will make sure this is recorded though as one posting said if it all goes sour they may sack the manager
  6. Hi any H.R. input would be helpful. Just taken on a group of staff who have a built in resentment towards former manager and various past upsets, a couple of them is looking to lodge a grievance against former managers behaviour. Add to this a recent restructure which saw them downgraded has only served to demoralise and demotivate the team more, you will appreciate this is a very rocky road for me to navigate. unfortunately I think the two issues have now become one and they are constantly huddled together either discussing or plotting revenge, their supervisor is new and inexperienced and scared to confront this behaviour, in case they walk. My role is to try and create a top performing team, unfortunately with their number depleted because of sickness, new staff yet to be recruited and a supervisor who also needs lots of encouragement and support this is no easy task. I do not want to go in all guns blazing, but I feel this behaviour is out of control and they have clearly forgotten they are at work and not in a soap opera. Any ideas on how to manage this situation without undermining morale further would be much appreciated.
  7. 5 months in my case, but I would say to you keep logging in for support, this website was a real lifeline for me when the same thing happened to me. One piece of advice I was offered, was to try and keep busy, do all those little jobs around the house you keep meaning to do. Plan each day like a work day, time to spend on work issue, gardening, housework, Gym etc, it helps you get through the process. Good Luck X
  8. Having gone through this myself and watching the antics of managers, I know how stressed and frustrated you will be feeling, however I agree with Emmzi it could look a bit petty at this stage. your time would be better spent logging all events leading up to this and building a strong case in your defence, sould it reach disciplinary.
  9. well I think they may need God on their side! I have never seen occi health overturn a GP opinion. But I am not an expert, just wanted to add my tuppence worth to the conversation and more importantly offer you some support. Sorry to hear you are still struggling with this smokejumper and I hope that this works out well, I am still following.:grouphug:
  10. Hi Emmzzi, think i was following procedure as per managers and previous person instuctions who carried out the task over 4 years, very reliant on their input in the absence of a local policy. By the way forgot to mention said manager also turned up with her union rep at my disciplinary, so obviously feels vulnerable and this is the reason i am slightly concerned, re the written warning. The manager on the panel was not impressed and is possibly going to ask for an in depth audit which will show up exactly what i have said, so will be obvious that the person raising the concern actually forgot or failed to mention this is how they have been doing this for past 4 years. I am just thinking about protecting myself going forward, because I am pretty sure my manager is not going to be too happy about this. By the way, one of my changes was a mistake and I corrected that, the other I stood by as this is the way I was told to do it. I obviously don't want to cause myself anymore stress but equally don't want to leave myself wide open to attack for the next 12months. But as always will take on board your advice and tread carefully.
  11. Hi smoke jumper, only left because I moved to different location although with the same organisation but failed to reinstate union affiliation, I had attempted to re-join prior to this problem and the rep failed to come back to me. They said warning would last 12 months, just wondered if they would mention in a reference if I was fortunate enough to have the opportunity to move on. Anyway, enough about me, how are you doing?
  12. Reason i mentioned is because they also said that departmental policy is clearly an issue and they may well recommend an audit into the department, because all witnesses backed my claims that guidelines were grey and open to local interpretation. But I am aware a penalty can be increased, so would for that reason possibly leave things as they stand so long as the warning reads as well as it sounded in the meeting. Just concerned managers may be able to take issue at a small problem and use it as leverage to increase the penalty. Paranoia is back!
  13. Hey all me again, just a thought , now I have had the weekend to think. They said in the disciplinary that they upheld the allegations although they did not believe I had done anything dishonest, if this is the case, why would they believe a first warning is in order, does anyone out their think this is worth appealing? only reason I ask is, after the way I have been treated if something came up I would like to move on, but surely a warning would not look good for me? Also I would like to rejoin my union after 4 years out, would they refuse to support me because of the written warning?
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