colleague obviously has it in for me and is constantly over-correcting my work to the point that she's holding up projects and introducing errors

Anonymous

August 30,2023 at 2:11AM UTC

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colleague obviously has it in for me and is constantly over-correcting my work to the point that she's holding up projects and introducing errors

From the get-go, this person has had an issue with me. She's been there for almost 40 years; I've been there for three. I did not have to work with her much during my first year and a half. Slowly, over time, I've had to work with her more and more. Things seemed tolerable at first. Now, though, forget it. Everything I do is wrong, wrong, and then wrong. Wrong again. I will send in a report for review. Five people including this person will review a report or spreadsheet or design I produce. Four will say great job, this is ready to share with clients; she will find 10 things wrong with it and hold up the project so I'm late.

I don't know what else to do anymore other than complain to my supervisor and request to be moved to a new department. I know everyone else appreciates me, but I feel like I have no backup and I'm on the verge of telling her in a nice way, in front of everyone if I have to, to shove it.

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April LineAugust 30,2023 at 1:26PM UTC
Is she your boss?
Can you send your work to the 4 other people and exclude her?
Absolutely talk to your supervisor!! It is very likely they are aware of this person's tendencies, and will either have some insight that will help you take it in stride or a solution that means you will not have to deal with her.
Don't cause drama by telling her to shove it.
Her 10 edits, does she send those directly to you or in a group thread with the 4 other people? Regardless, when you talk to your supervisor, show them the difference, since you likely have it in email! Or in Upwork? Or wherever your team collaborates.
Allllso. I had a manager who was kinda like this. I found doing the following things helped.
I asked about her horses. She loved horses.
I asked for meetings to go over her feedback, then thanked her for her insight and experience, and used the feedback that made sense and ignored the rest.
I thanked her every time i interacted with her. For anything in the conversation that I could be grateful for. Sometimes not related to the project at hand.
After like a week or two of those behaviors, she decided i was one of her favorites and started being much easier on me and my work. I still ducked into her office once in a while to ask about her horses, but also had a lot more autonomy and support from her.
Like that is a lot of emotional labor, but sometimes people just wanna feel appreciated, and if it makes my life easier and i can, why not?
AnonymousAugust 31,2023 at 1:04PM UTC
April had a good idea. Kill her with kindness rather than telling her to shove it. If she has been there for 40 years, she probably has a lot of support in the organization, and many people will listen to her, even when they don't entirely agree with her viewpoint. I also like April's idea of the pre-emptive strike of getting her feedback on work in progress rather than waiting until the concept is fully submitted. And yes, run all this by your supervisor to get their take on the situation.
maria roseAugust 31,2023 at 1:54PM UTC
Both the previous comments gave you great advice. Realize this, this person has been with the company 40 years and is not going to leave or be terminated and they are part of your workforce at the company. We are not there at work to make BFFs with our coworkers/supervisors but to work professionally with them despite perceived issues. You have been working with this company for several years and obviously a valued employee to have lasted 3 years(2020-2023) in today’s workplace world and there was an obvious reason why you didn’t have interaction with this other employee for the first year and a half, judging by the timing in years. You are just starting out your work career and some day in the future you’ll be the person with 40 years of work experience being criticized by a younger employee for attempting to show them the long term range of the work done now and how to make it better. You don’t have to like or appreciate working with this person but you do need to know how to get along with them when at work with them.
AnonymousSeptember 1,2023 at 12:00AM UTC
Op here. I might be about 90 by the time I'm the person there with 40 years of experience ;-) I'm not that much younger than this colleague. I'm at the stage of my life where personally, I'd rather mentor a younger person and help them do well than make them feel like the should quit.
AnonymousAugust 31,2023 at 9:45PM UTC
Ask for "last thoughts" or give some deadline to projects. Also, google OCPD, which is hyper-perfectionism that can destroy productivity. There won't be anything you can do to change this person, but better understanding will help you choose your words.
Some people just have to "add value," and they can be insufferable. I live by the motto, "Don't let the perfect be the enemy of the good." (or good enough)
AnonymousAugust 31,2023 at 11:52PM UTC
Original poster here. For some context, I'm new to the organization but not new to the industry. I've been in my field for 25 years. I'm in my late 40s and this colleague's treatment often feels condescending. She'll even try to take away work from me in front of leadership-- tasks as simple as starting a spreadsheet that she should be too busy to worry about. Or writing a project summary, something I am quite capable of doing. It's as if I'm dealing with an overbearing parent, unfortunately, who is constantly correcting every little thing I do.
AnonymousSeptember 5,2023 at 4:39PM UTC
She is professionally jealous of you and the work that you are doing which is possibly getting more notice than hers. It's kind of the queen bee syndrome. If I were you I would pull her aside and thank her for her support and feedback but that anything she does to hold up your project will be rejected unless it goes through the manager so that you don't miss deadlines. If it persists bring the manager into every meeting with her but don't be defensive because you will lose. Take any feedback and process what makes sense but defend your work product if it aligns with the deliverable and timeline. Unless her input is required reject all else.