Issue with employee

martin2610

Hello,

I have problem with an employee and I'm supervisor. Basically that person is very rude to me and always forget to do things that I have asked him. Just said "I forgot".

When I ask him about something he just answer something, turns around and goes the other way. Never told me if job has been finished or no.

Always speaking to me very badly.

Not to sure what I can do?

Please help

pauliebdub

What power do you have in your role as a supervisor? Is there a team manager or HR dept who can help?

martin2610

As supervisor we talk to people and writing everything down, all good and bad things.
I had this problem before with the same person cause he was not happy that I have been promoted to supervisor role and we talked to this person together with my manager. Was ok for few weeks and now again.

Macker1

Sit the person down for a 1:1 discussion and ask what if any issues are preventing them from being an effective employee. There maybe something going on behind the scenes that are causing the problems. A good supervisor would take everything into account before deciding on a course of action. Its all about listening, understanding and making level-headed decisions when dealing with under-performing employees.

Is this poor attitude going on long ?
Is it just with yourself or other people if its a team environment ?
Surely a manager or HR can provide some guidance.


Hope it works out for you.

the_syco

martin2610 wrote: »

Basically that person is very rude to me and always forget to do things that I have asked him. Just said "I forgot".

martin2610 wrote: »

he was not happy that I have been promoted to supervisor role

It sounds like he's doing a poor job in the hopes that it'll reflect badly on you?

martin2610

yes you right "the syco" as then my manager asking me why things have not been done and im i trouble

martin2610

Is that ok to speak1:1 ???

I just don't want situation when he will said that i did or told him something bad ???

martin2610

i dont trust him

Kristopherus

Bring him in to the manager and give him a verbal warning. If that has already been done the have the manager issue a formal warning in writing. If he does'nt pull himself together after that, he's looking for serious trouble.

uck51js9zml2yt

martin2610 wrote: »

Is that ok to speak1:1 ???

I just don't want situation when he will said that i did or told him something bad ???

If it were me, id have a witness to the conversation on both sides. To protect him and you.
Be clear what you want to achieve. Make it clear its a formal meeting and the purpose of the witnesses. Get your witness to write everything down. Before the meeting ends. Go over what was discussed and agreed and get him to sign off to verify what was agreed.
He then can't deny what was agreed as he has signed it.

I would inform your manager of what you plan doing and why to get his backing. Again be clear in your objective.

Teyla Emmagan

Of course it is okay to speak 1 to 1. Your are his supervisor. But if you are in any way anxious, don't do it where anyone else can't see you, or don't do it without anyone else being present (get HR or your manager in again).

As you are a supervisor, and not a manager, I would say to ask for help, basically. This individual has a problem with your authority. You are the one who was promoted to supervisor, so tough luck to them. They need to respect you. Bring in the big guns.

tricky D

martin2610 wrote: »

i dont trust him

Avoid a 1 to 1 in that case and keep a diary. A 1 to 1 without a witness could end up with the person making any type of 'he said' accusations.

mikehn

tricky D wrote: »

Avoid a 1 to 1 in that case and keep a diary. A 1 to 1 without a witness could end up with the person making any type of 'he said' accusations.

This is correct. You need to take action but you should have a witness.
As this problem has been discussed before you should now in the presence of a witness advise him that his work is below standard and give him a formal verbal warning you may at this stage ask him if there are any reasons for his attitude or if there are any domestic issues that are causing him difficulty. Sometimes there can be a genuine reason for poor work and you as supervisor should give support but it really sounds as if this guy is not a pleasant individual. Be sure that the boss knows that you are taking this action as if there is an issue it is important that you are seen to be dealing with it.
If the situation continues then a second verbal warning is given followed by a written warning followed by dismissal.

obplayer

tricky D wrote: »

Avoid a 1 to 1 in that case and keep a diary. A 1 to 1 without a witness could end up with the person making any type of 'he said' accusations.

Been in the same situation, eventually it took the store manager to inform the employee of the realities of what was required from him / her if they wanted to keep their job. That worked. As others have said have witnesses when you speak to them about these issues and don't hesitate to ask for help from those above you.

garp

martin2610 wrote: »

Is that ok to speak1:1 ???

I just don't want situation when he will said that i did or told him something bad ???

No.
If this person has a mean streak he could say that you threatened him or something of the like.
Go back to HR and let them sort it out.

martin2610

Thanks everyone

the_syco

martin2610 wrote: »

Is that ok to speak1:1 ???

Nope. Worst idea, and he'll probably use it to screw you over further.

As said, check with the manager, and use someone from HR as a witness.

martin2610 wrote: »

we talked to this person together with my manager

That sounds like the verbal warning was already give, so time to have a written warning issued.

chickenbone

Go directly to your manager and discuss it with them, tell them that your combined previous action has not had the desired effect on the employee attitude, and ask advice as to what the next step should be. This has the double effect of showing (1) you are not afraid to take action and (2) shared responsibility of any action taken. Good luck.

catbear

Discuss the employees behavior with your manager and ask for a two on one employee review. If the manager isn't interested then think about another job.

The employee is entitled to bring someone too as a witness.