Employee is playing me against another manager in another department … they are a junior and thinks they run the show.

Anonymous

September 13,2022 at 3:05PM UTC

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Employee is playing me against another manager in another department … they are a junior and thinks they run the show.

While I was on the phone with a fellow manager my direct report sent this manager and myself dozens of messages and they went to both of us talking about the other.

This direct report has a bad reputation at the company. They make frequently dramas instead of just work. They were mad and accused me of “changing a workflow without their consent” as if they have to be consented to for workflow changes.

This other manager and I sent the direct report an email laying out the changes and we all agreed to them.

Weeks later as the changes are underway the direct report realizes what the changes mean and at 5:30p at night is power messaging me and the other manager while we happen to be on the phone with each other.

We share notes. The direct is playing us against each other.

What should I do. This seems absurd.

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AnonymousSeptember 13,2022 at 4:17PM UTC
I suggest having both managers in a meeting with the individual and coach the person on reporting structure and acceptable practices. Make sure to document meeting. The next step may be a performance improvement plan (PIP) if things do not improve. Need to have the the interactions documented to go in that direction however.
AnonymousSeptember 13,2022 at 8:48PM UTC
Call them out. Outline boundaries of authority and consent and let them know there is no room for the subordinates chatter.
Be specific abd clear that outbursts will not be tolerated. Copy HR and the other manager on the outlined PIP and expectations.
Megan WestrumSeptember 20,2022 at 1:34PM UTC
Ugh!!! How frustrating!
Honestly, I would just have a meeting with the employee, the other manager, HR and you. Create an agenda to discuss and have HR approve it. Write down examples of why you’re feeling this way in an outline and provide the copy to HR prior to the meeting. HR is excellent in providing neutral reasoning without taking sides (or at least it should be). Also, print off the message the direct report sent to you.
When the meeting comes up and HR says do you have any examples? Mention the message you received from the direct report. Anything that came off as an accusation or rude or condescending mention it and go around the room to ask how would you feel about this/respond to this or flat out ask the employee, “what did you mean when you said x because communication is somewhat gray in this message.” Or something like, “Everyone else was on the same page about this change are you having second thoughts because you mentioned x?” “What changes are being missed?”
Make it very clear that communication is being missed here and that you are hearing things from somewhere else. This cannot be tolerated in a work place. At the end have HR decide if a PIP or write up may be valid. If HR sees matters in a worse environment, they may suggest along another mediation meeting or termination.