Transitioning Coworker

20 Comments

1. AnonymousNovember 13,2024 at 4:03PM UTC

   First, congrats on being promoted to the interim position. Wouldn't they ask you to take over once this person leaves? How much time is left before they are gone? I'm also in state government and it's not common the person takes over while the person is there. But is common they stick around for a while to cover up the bad that happened so the public doesn't see it or they try to do it as a cover. It's common. Be as kind as you can, and count down the days they leave. If he's rude to you, it's because he is taking it out on you as they are losing their job but I find it odd your agency would call an interim while that person is still there. I would take that to your manager and ask them, so how much abuse am I to take from this person that is forced to resign? I would also tell your manager, you are going to have to consult HR if this cannot be contained. And assure them, I'm going to do my absolute best in this temporary role. It could lead to a permanent role for you later.

2. Anne KrookNovember 13,2024 at 5:00PM UTC

   For however long you work with this guy, record briefly every instance in which he is not helpful, with times and dates. Facts only, no interpretation, nothing person. That way if and when you and he present different interpretations of the same situation and / or facts, you have a record of what happened, not to mention a history of your interactions.

3. Tess “Tess”November 13,2024 at 5:28PM UTC

   I think you need have a sentence or two in your back pocket to say to him when things get dicey, especially in front of people.

   • I hear your frustration, and I hope we can keep things constructive as we work through this.
   • If now isn’t a good time, let me know when we can connect so I can get the details I need.
   • Let’s focus on the task at hand to wrap this up efficiently.

   Just keep it robotic don't get into it with him. Get the information you need ASAP so you don't have to lean on him anymore. Also talking to the executive director (if you trust him or her) directly about your struggle might be a good idea too.

4. Nancy RansomNovember 15,2024 at 1:17PM UTC

   Excellent response.

5. AnonymousNovember 13,2024 at 6:38PM UTC

   Maybe have a one to one with the executive officer. The executive officer maybe thinking that he will be gone soon anyway or may think that you don't find what he says if offensive. It is easy for an outsider like me to say he'll be gone anyway, but in the interim his antics are bothering you. Or you could have this conversation with your boss.

6. AnonymousNovember 13,2024 at 7:04PM UTC

   I would run the transition just like any project. You need to identify clear goals and deliverables tied to clear timelines and responsible persons. Regular meetings or at the very least updates via email with a project TRACKER.

   You can certainly highlight gaps in deliverables and in turn that will help you identify lack of support or commitment on your leadership's part.

7. AnonymousNovember 13,2024 at 8:01PM UTC

   I am confused, and so it seems, are others. The communications officer was forced to resign. Is he the one being rude to you? If not, who is? Your manager? A coworker? "He" doesn't describe this much. As I read through it, I assumed the rude person was the one who was forced to resign, so if that's the case, why is he still there? Usually, a forced resignation is walked to the door and warned not to let it hit them on the way out. If they kept him on to help with the transition, you need to do a skip-level 1:1 to let management know he is hindering and not helping the transition.

8. AnonymousNovember 14,2024 at 2:56PM UTC

   My VP was "forced to resign" but his transition took about a month so he was still around during that time. It was awkward and he was a very petty person but luckily didn't take it out on us too much. So yes usually they're gone right away but not always.

9. AnonymousNovember 13,2024 at 10:53PM UTC

   He's fired. Just wait it out.

10. AnonymousNovember 14,2024 at 2:58PM UTC

    I've dealt with forced resignations in a government context before and it can be just as dysfunctional in the interim as it was during their tenure. The primary step you need to take is to clarify with whomever is directly over the role and ask her how much you need to include the useless guy, how she wants you to handle his obstruction, and what/when you are to report back to her (otherwise you'll be reaching out to her daily about his antics and it will make you look whiney and needy even if every issue is a legit problem). There may be legal issues/agreements in play as well. While you may be required to interact with him for a time, actually dealing with his crap is really above your pay grade at this point. Good luck!

11. AnonymousNovember 14,2024 at 4:13PM UTC

    Yes, put a private meeting on the calendar of the director. Sit down with them and let them know that you are committed to doing this until the right replacement is found. Also let them know that he is intentionally gaslighting you and that he is acting out behavior wise to make you look bad. Ask him/her how they would like you to solve this or if their advice is to just keep doing to job and ignore the persons behavior. Let them know you don't want to make a big deal of it since you understand he is just upset that he is being let go but you want to stay out of being his target without addressing it to him directly. The ED should have some words of wisdom or he may push a solution out to HR or speak to that person himself about their bad behavior. As for you, stay the course, keep doing the work and ignore his rudeness.

    As an alternative if he does something in front of the ED to try to defame you, you can loudly say NO stop that. That is wrong and stand up for yourself. If you do that you could risk his becoming angry or more belligerent toward you as he is trying to restake the ground he lost from his poor work ethic. IMHO it's not worth it to do this because soon enough he will go away and he is just professionally jealous that you are getting the job he is losing at least for the near term...if he is emotionally unstable and there is the potential for him to become violent toward you take heed and be sure to protect yourself when you come and go from the workplace.

12. JenniferNovember 14,2024 at 5:05PM UTC

    Sounds similar to what I'm dealing with. Let us know how it turns out for you!

13. AnonymousNovember 14,2024 at 6:52PM UTC

    If he is being rude to you in front of your executive director then confront him in front of your executive director when he does it- using corporate speak of course, He's bitter and probably does want you to fail. When you have to communicate with him, do it through email so you have "receipts" and if you have to in person then do it with someone present as a witness and document everything about the transition. He will be gone soon but until them, treat him with the same disrespect that he gives to you and make sure you do it in a professional "corporate manner" with witness' and receipts. He'll be gone soon.

14. AnonymousNovember 15,2024 at 1:35PM UTC

    I’m not sure I’m understanding you - he was forced to resign due to poor performance - but he’s still there to snipe at you?

    This is why when people are let go, they go. I’ve worked in places where we would commonly be displaced from our projects and have a new team come in and take over. It’s human nature to defend oneself.

    This person is always going to be sore, petty and defensive about their work. I’d say just do the absolute best you can and let their venom slide. You can politely and firmly call out the bad behavior when it happens. But I’d expect the working relationship with this person will never be good.

15. AnonymousNovember 15,2024 at 1:58PM UTC

    I'm unclear on some of your posting- "who" has a "very large ego"- your former communications officer, or your manager? (sentence is unclear to me). Who is being rude to you? Your current manager? (the person who "worked around" the communications officer with you?). This all feels sort of touchy/feely with a bit of power struggle mixed in- to me, at least. So now, this person (manager?) is being "unbelievably rude" to you, in front of others, right? But this is the same manager who "worked around" the communications officer until said person was "forced to resign", right? So maybe this manager isn't such a nice person after all- but you've gotten too close to the fire, my friend. I would back off- do an excellent job, but stay under the radar. You know too much, and you're too close to someone who is on a power trip. Don't play into his hand, or you'll be next. not much you can do at all, because this is a smallish agency- and alot of this struggle is subtle, subjective, and others may not notice or care .

16. AnonymousNovember 15,2024 at 2:36PM UTC

    Question: why is the person that's being displaced still around?? If it's a matter of transition - okay, but even in that case, he should operate like a third-party, by letting you know about any pressing matters that may need to be addressed, who's, who and what their roles are, etc. and respectfully fade into the background, into obscurity. His disposition is foul because his ego has been bruised. But then, that's NOT your problem. It's his. You should only be concerned with making the best out of what's been handed to you. If his vitriol gets to be too much, let your manager and their manager know about what's going on and let them handle it.

17. Kimberly McKenzie-KlemmNovember 15,2024 at 2:44PM UTC

    Be careful not to repeat his mistakes. If he has overstepped his role, talk to your manager to ensure the duties under transition are legitimate. Be polite to the coworker and do not let his rudeness influence your reactions. You can maintain professionalism without trying to "mend fences" that won't recover. Remember to take direction and explain any questions about the extra work or perceptions of your "new" role thoroughly to your supervisors. You are not the one under fire, so keep calm.

18. AnonymousNovember 15,2024 at 9:26PM UTC

    For future reference: I's is not a word. The word is my.

19. AnonymousNovember 16,2024 at 1:17PM UTC

    While, I's is not a word, your correction was not correct either. She should have stated because my manager and I have been working around him.

20. AnonymousNovember 16,2024 at 1:39PM UTC

    Incorrect. Before you correct someone, know what you are talking about.