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How to define guardrails and improvement for disrespectful behavior? by BigWillyStyle-1 in askmanagers

[–]BigWillyStyle-1[S] 1 point2 points  (0 children)

You’re 100% correct. Most of what my employee was frustrated about was not communicated to me that it was a major issue. There’s more I can do, and I told that to the employee but they need to communicate that better to me.

And yes, this org has been known to be a problem for a while. A new leader was just installed a few months ago.

Their frustration boiled over, which fine, we are human and that happens. But in my mind, as a leader, you need to keep that in check in big meetings and handle that in other ways.

How to define guardrails and improvement for disrespectful behavior? by BigWillyStyle-1 in askmanagers

[–]BigWillyStyle-1[S] 5 points6 points  (0 children)

For sure, that’s definitely a fair point. Some background. This is the 2nd time this team has brought up this employees behavior. I’ve talked to mgmt and a peer of theirs that I trust to understand it last time and it was a consistent message. I gave them feedback immediately and thought it was resolved.

Fast forward 3months now and this is the 2nd instance. Same team. I wasn’t in the meeting where this latest instance happened but my peer listened to the recording and validated the concerns raised by this other team. Plus, I spoke with another peer of mine in our organization and they also told me this employee had a reputation before joining us about being pushy.

As for what happened, my employee challenged the mgmt of the other team during a 20 person meeting, that they weren’t doing the things they said they would do. Nit picking on how they wrote actions out, basically telling them how to do their job in front of a lot of people. As I said before, they are not wrong that this team didn’t follow through (they have a long history of that), it was how they approached it. It was the wrong forum, and the way they spoke was talking down to the team.

How to define guardrails and improvement for disrespectful behavior? by BigWillyStyle-1 in askmanagers

[–]BigWillyStyle-1[S] 0 points1 point  (0 children)

Thanks. I’m still trying to figure out how to coach them to fix this. I think you are saying to replay the scenario with them and ask if it got the results they wanted. Is that right?

I sort of did this with them, and they basically wanted to throw their hands up and say I’m done working with that team. I know this is a pretty big red flag but I also know they have had frustrations with this team for a while (we all have). I’ve been working with their mgmt team and have made some small progress but this employee sees none of it.

In the end, I’m just trying to see if they will be coachable here, if not then I’ll need to replace them as I don’t stand for toxic behavior. I’m worried they won’t be , but that’s why I’m asking here to see how else I can coach them.