I recently transferred to another division within our company.

Anonymous

October 18,2022 at 1:10PM UTC

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I recently transferred to another division within our company. While my title remains the same, the goal is to get promoted up to the next title. I have taken on a bit more responsibility and was encouraged by my supervisor to lead by example in the hopes that my strengths could positively influence my co-workers with the same title as they have been doing the bare minimum. Of course, I have been met with resentment and resistance coming from two of them because they now realize their slacking is about to get them terminated if they don't turn it around. With that being said, the two slackers have now resorted to sabotaging a restructuring project that I am spearheading to the point that this project has now taken me almost 4 times as long to complete as it should have (based on past experience). The reason they are able to sabotage this project is that our schedules involve split shifts to where we may not be in the office at the same time throughout the week. While the remainder of the staff seems nice enough, the two that are making my job harder are making me miserable to the point that I have started drinking once I get home. My sweet husband has been trying to console me but I'm just so upset about this whole situation. I just don't what to do. Any and all advice would be greatly appreciated.

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AnonymousOctober 18,2022 at 1:47PM UTC
Document, document, document.
Then take it to your supervisor. The supervisor is already aware of the weak performance of these people, tell them the strategy they hoped for in you leading by example is backfiring. These people are undermining the success of your organization. You do not owe them your loyalty….or your health!
Shelly EdwardsOctober 18,2022 at 1:54PM UTC
Can you prove their sabotage efforts? I would start documenting as much as you can in as much detail as you can provide. Back it up with dollars if possible, such as they delayed XX which cost the company $XX. Then go to their managers with your documentation and facts. Managers and company leaders are always much more responsive to documentation that cannot be denied. Even if you can't provide dollars, I would still discuss delays in deliverables or time wasted on their issues. The more you can document and show what it costs the company in time or money, the better a case you have against them.
AnonymousOctober 21,2022 at 4:38PM UTC
I’m sensing these two people are peers and not your subordinates. If this is the case, shame on your supervisor for not intervening and giving you the authority to attach consequences to this sabotaging behavior!
While an exciting opportunity for you to lead, you’ve been given a shit sandwich to sort through these low performing employees….but no authority to discipline and hold these people accountable.
This opinion may be unpopular but your beef should be with the higher-ups.