FGB advice appreciated.

Anonymous

November 17,2022 at 9:09PM UTC

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FGB advice appreciated. I work as a female manager in a client-focussed company. I started there on the floor and now manage a busy team of ten. I know my job well, and that of my team members. We work to important deadlines that are immovable. Between myself and the team our output necessitates much planning, preparation and checking before time to ensure that we are on time and the order is correct. I am comfortable with communicating directly and clearly and my ethos is to work with my team in a respectful, professional manner. With HR I interviewed for a 2IC recently - it is a leadership role with a direct report to me. Everything was going fine, probation period was passed, then the problems began. It started with lack of politeness to my staff, and then to myself. I am now being openly questioned and actively undermined. It is normal for me to check over planning and preparation arrangements at the end of the day, so that if someone calls in absent the next day we are able to pivot quickly. My attempts to manage this are being resisted, and if I give a direct request it is refused. It is also very obvious that the competencies claimed for the role are not there, and I get strong defensiveness and sarcasm if I ask if they know how to perform a task. We have already had two sessions together with HR where the behaviors I have been subjected to were on full display. False allegations were then made that I was prejudiced due to their recent move from their country of origin. I have not struck this attitude before to this extent and it has thrown me, I am usually confident in working with and leading a team with a mix of genders and nationalities. I am frustrated that HR seem to not want to act (they give the warnings). The workplace is now one of high tension to the extent that a new employee being inducted who saw what was happening has not returned. Should I take this above the head of HR to the manager of the company? HR state that they are supportive of my position, but there is no action.

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AnonymousNovember 17,2022 at 10:38PM UTC
You state that if you give the subordinate a direct request, it is refused. This is clear insubordination within the confines of the job description. Why is HR stating that no action is possible based solely on this issue. The employee's attitude is one thing. Personalities, which in my experience, HR is always reluctant to get into. But directly refusing to complete an assignment given by a supervisor is insubordination. Period.
AnonymousNovember 18,2022 at 12:49AM UTC
Is there a way to document the events and go directly to Leadership? Maybe if you tie these events to delays abd missing your goals.
Holly NunnallyDecember 5,2022 at 12:33PM UTC
If you are the manager can you write this employee up? I also agree with documentation-the more detailed, the better. This employee being from another country is probably the main reason HR doesn't want to deal with it. Along with documenting the employee behavior, I would DEFINITELY detail how HR reacts to the situation. Also, can you comb through your company handbook and pull out snip-its/policies that this employee has violated?
It also seems like this is borderline harassment, You may want to bring this up to HR and document how they react. After a few months of documentation, go back to HR with COPIES of your documentation, the policies that have been violated, and a plan/direction that you feel this should go.