I am the director of a non-profit.
In my role, I have seven direct reports, each of which has 10-12 sites they are responsible for. Among the seven that report directly to me, my newest hire has begun to attack and argue with me in open meetings. She does not do this in our daily business interactions. This staff declines when I ask her if she would like to meet with me after such meetings to discuss the situation.
I am at a loss as to how to reign her in without discounting the excellent work she does.
Any suggestions anyone may have will be appreciated!
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Anonymous
I have worked for a nonprofit and before that worked in the private sector. I saw many positive things when I made this move but your experience is similar to my interactions with many of my peers!
I find that in the nonprofit world, everyone is trying so hard to be inclusive that the decision-making process often gets hijacked and then relitigated over and over. I agree with others to speak with the employee but also setting standards with everyone moving forward. Some of the ones that I saw working were:
Last, remember that sometimes when staff does not feel like you are doing what they want because they are very committed to their cause, they can see any negative after they speak up as punishment or sad, to say, retaliation. Ensure that you document the good and the bad to ensure that should this happen, you have your ducks in a row. As a nonprofit, standards feel much higher and you don't want to be caught in the crossfire.
Good Luck!
Anonymous
Very insightful! "voice or a vote", "voice does not mean you have a vote". THIS! Its the misconception of "buy in" - most times the decision has been made and you are expected to agree. Being clear with people that you want to hear their concerns, but the decision has been made can make all the difference.
Patricia Thomas
I love this answer and the suggestions you made for me to try. Thank you so much for taking the time to respond!
Valentina Huang, MBA, SHRM-CP
If she's the direct report, you can set the tone and schedule a meeting to discuss what happened in the 'meetings'. Its better to talk to her earlier rather than later - especially if they are still in the 90 day window.
Is it also possible that she's not aware of her behavior? Some folks just don't know how they sound until someone brings it to their attention. Is this individual entry level? new to the professional world? Give grace but also make them aware of what your expectations are. Be clear and communicate them now.