I'm having some challenges w/ my team that I mg & I need some advice.
I started w/ my co 16 mos ago & the team is a combo of new & long-term employees. I have a team of 4 ( 1 person just resigned). I have 3 team members who have been w/ the org in the same position 15 yrs+ & I have 1 team member who has been w/ the co 13 mos & is still developing. They're older individuals in their 50s ( most of the employees & the co. are older individuals though HR has hired some younger employees recently).
In our mtgs & 1-on-1s, I've learned that there's a lot of tension w/in the team. Personality clashes, there's gossiping & they don't like one another, & their reluctant to help one another.
I started having wkly team mtgs & individual 1-on-1s & I've asked them how I can assist in improving the culture. More pay & different responsibilities were the common responses. I'm in a middle mgmt position so there's nothing I can do to increase the salaries. I have shifted responsibilities so that there's cross training & so folks aren't overloaded. Quite frankly, the team is burned out & frustrated. There is 1 long-term team member who's attitude is negative & contributes to the low morale of the team. I've tried talking with her & coaching her, but there's no improvement. I have another team member who is very introverted, but hasn't been acting like herself lately & I fear I may lose her.
To add more fuel to the fire, the work culture is extremely toxic due to the attitudes & lack of support from sr mgmt. There's bullying that goes on, mgrs throwing tantrums & swearing, the salaries for many of the positions are low and outdated. I have spoken with my boss & HR about these concerns/my team's feedback. My boss stated that he didn't care about the culture & low morale as long as the work got done. HR simply said that they were aware of the issues. So I feel very much caught in the middle w/ no support.
Now that we're down a person, those responsibilities have to be absorbed & we're all taken on additional duties, including myself. But since the vacancy occurred, I have employees not showing up to work and calling out. Prior to this, they were requesting time off & there were no issues. They have earned time off & have every right to use it, & emergencies happen, but I have multiple ppl out every wk. There's literally someone calling out every wk & days when I'm the only one in the dept. We have a liberal allowance of time off & observed holidays (we even get Flag Day off). When someone requests time off, they can see if anyone else on the team has approved time off for that day/time pd. There's also a large calendar I keep on my office door where they initial their time off once it's approved (I post the current mos & the following mos calendars on my door). Co. policy requires requests for planned time off 2 wks. in advance. I try to avoid having more than 2 approved ppl out on the same day/wk due to the workload for the dept. & this has been communicated to the team. This practice was established prior to me & even though we're down a person, I haven't refused anyone's request for time off. I totally understand the team's frustration & low morale. My boss hasn't approved the request to post the vacancy because of his mtg w/ HR after the previous member resigned. So that's hurting the team as well & I don't know when I'll be able to interview & hire.
So my challenges are the low morale of the team, the frequent calling out, & lack of support from sr. mgmt/HR. Not sure how to improve things.
Browse recent posts
I'm speaking to my manager about the possibility of growing into a higher position on the team in the future.
I'm highly interested in this position and expressed this to my manager a month ago, asking if I could shadow one of the team members in that position to learn more. My manager stated we would review at our meeting (which is tomorrow). Thoughts?
1 Like • 1 Comment
Has anyone gone through a vocational evaluation process where they try to determine whether you are underemployed?
If so, any tips would be highly appreciated.
1 Like • 2 Comments
I am 66 years old and work in accounting for a company that owns several residential properties nationwide.
It is a very stressful environment due to my boss being a type AA manager. She is constantly expecting us to read her mind and try and understand what she wants us to do. She does not communicate well. When she is out on vacation we never have any stress. She makes a lot of us feel inept and we can't do our jobs. I have never worked in a department where no one wants to be there (6 of us). I know there are jobs out there I am torn between applying for a new job and staying there but I feel that because of my age I won't get any responses. Any advice?
1 Like • 7 Comments
Reported sexual harassment and was subjected to intimidation tactics "Without a witness it's he said/she said" and now the cold shoulder because I refused to back down.
I no longer feel valued. PS our CEO is a woman.
2 Likes • 3 Comments
As one can see from the numberous comments, there may be legitimate reasons for the inquiry; From following company nepotism policies to maybe finding "background" or insight into this individual if she isn't precluded from hiring them.
If the latter, did you consider that she was "seeking" your counsel or opinion? That could be viewed a a compliment.
The more important question in my mind is why did this inquiry bother you? Enough so, as to post about it on social media? It may be worth your time to look inward on this topic. I am very serious. Obviously, I don't know you and therefore I don't know your history and experience. You may have been in situations that were unpleasant and left you feeling victimized? I am giving you the benefit of the doubt .... but only you can honestly answer that question.
What I do know is this is a sensitive subject for you and it is worth examining further for your own well being and growth. Consider this, even if this inquiry was motivated from some racial agenda, you will never change that by complaining to HR. If this situation was clearly racist or discrimatory you would "know it". Your position isn't being threatened by this recruiter. But how you handle could be. I am NOT suggesting that you sit down and shut up either.
In the future, I recommend when you have an emotional reaction to a situation you examine your response 1st, that you extend graces to the other people involved and assume the best possible intentions. There is absolutely no reason why you couldn't have asked the recruiter to explain her reason for asking this question. It could have been an "opportunity" for you to educate the recruiter. This might have been resolved right then.
One caution I will offer. We all tend to seek out those individuals that will support our point of view whether that be friends, family or even other co-workers. Be careful because these people will rarely be unbiased, after all they are YOUR friends, family and co-workers, and therefore cannot necessarily provide honest or accurate feedback.
I recommend in these type of situations professional guidance is a wise move. They will help you problem solve through the process and better prepare you for the future, whether that means understanding that all ppl are capable of making unintended gifts when it comes to race and culture or that this is a serious in fraction that needs reported.
0 Likes • 0 Comments
While in extensive interview rounds for two other companies, I was surprised by another opportunity this week.
I took the meeting as I need a job and wanted to give myself options but the more I spoke to HR, I could envision myself at the company.
This is the throwing me for a loop as although it's technically in the same industry, it's not an avenue I would have explored otherwise. The other companies are more aligned where I thought my career was headed but this surprising twist is making me reconsider my options.
I'm a big believer not to get ahead of myself and keep interviewing until receiving an offer but the new company is moving faster than the others. All three roles that start in January and I'm hoping that one of them leads to an offer but this twist is having me consider a new direction.