To think colleague is extremely rude?

[JHBurkett]

I’m training someone new (they aren’t new to the business, just my department).

She yawns the entire way through the day and even said to me the work is boring and repetitive.

It’s been a week. I feel like telling her to fuck off and go back to her old department - despite not having any authority to do this.

Yes, rude.

I bet her previous manager is rubbing his/her hands together with glee to be rid of this one. I bet he was less than honest when asked ‘What’s she like to work with?’ by the new manager...

I'd go to my line manager and tell them the issue and let them sort it. I agree with @CoughLaughFart though, seen this too many times.

So glad that I work for myself and there's no need to pander to people like this.

I just can’t be bothered to put the time in training when..

• she’s probably not going to be there long term if she’s bored already
• she’s not going to even be good at the job because she’s too bored to learn it

It’s just going to reflect badly on me

It shouldn't reflect badly on you, I'm sure people will soon pick up on her attitude and realise it's her not you

But just to cover yourself, after completing training in each area I'd make sure to finish with 'Are you sure you understand everything, anything you need me to go over again, any questions?'

Then after have a quick chat with your manager and say 'I've been through all the areas, she says she understands them, but I have some concerns as she doesn't seem engaged'

That covers you

Better yet email so you have it in writing. She really doesn't want to be there, does she?

Do you mean you are sitting face to face teaching, or she sits with you and watches?

Whichever, give her a test first thing each morning on what you covered the week/day before. If she fucks up, ask her to refer to her notes from the session on what went wrong. Report back to your manager on her attitude and performance.

I'd be inclined to mark off each time she yawns, so that you can report 'yawn rate' to you manager as well.

They obviously value you to get you to train her so be honest and report her attitude and performance back up the line.

Actually I'd go for a combination of both. Email your manager copying her in and say 'All the training is completed, Yawning women has confrmed she is confident she understands'

Then private chat saying you have some concerns

Urgh! I had to train someone like this who was all " oh its simple really isn't it?' Er no actually its not, he also never made any notes and would interrupt as I was speaking and ask questions like 'where are the showers?' Luckily I was also training a lady at the same time who made notes and asked relevant questions-guess which one I put forward to take over my role!

Sorry, but am I the only one who is yawning reading the word yawn so much?

You do really need to speak to your manager about her. She sounds like a right prat who thinks the job is beneath her.

I feed back to your manager (or hers) that despite working hard to train and support X, they’ve made some disparaging remarks and don’t seem very engaged with the job which is proving difficult for you to deliver the training. That way you’ve warned them early on and none of it reflects on you.

For what it’s worth i know the feeling, I do a lot of training in my role and I once had a guy who clearly didn’t give a shit. He barely feigned interest and once came back from a heavy lunch and looked like he might fall asleep. He made lots of silly mistakes when I gave him exercises/work to show how much he’d picked up, and not just stuff that any new person would struggle with, but very basic stuff we had gone over again and again.

I ended up making a step by step process guide with screenshots so he could follow it, it had literally every step listed out and most likely even someone with no training could’ve followed it. He still made mistakes or got stuck, and when I came over to help it was clear he just hadn’t read the next step properly and once I showed him that step on the paper magically he figured it out.

I’d trained loads of people and never encountered it like it was with him. I found it very draining, would be knackered after every work day because I’d used up so much mental energy and world dread coming back in the next day to start all over again - so I know how you feel!

It's not worth getting angry or holding your thoughts in to boiling point. It's ok to say to her it sounds like this isn't what you expected and begin to think with her about ways forward. I recently had this kind of talk with a colleague. It was polite and professional and now the issue is out there so it can be talked about.

l've trained a lot of people in my time, and 99% of them were fine. We had one in particular who was a nightmare. Allegedly a previously very high flying PA (god help them!) who couldn't grasp basic data input, never mind the technicalities of it.
She drove me mad. We went over the same thing, day after day, and it just didn't sink in. l resorted to getting various team members sit with her, in case it was me. lt wasn't. They said the same.
l emailed the two other shift managers and the two senior line managers saying that perhaps it was my style of training (l knew it wasn't, as she didn't get it with my other staff either) and perhaps it would be helpful if she could try with another manager?
l fully expected to be slagged off behind my back, me being a bitch, etc. What l actually got was a changeover meeting with the other manager whose first words were "fucking hell, is she thick or what!?" Apparently she was exactly the same with the other manager too. She wasn't with us long. lt was crystal clear it wasn't going to sink in. l'd have a review meeting with her, then email her with the outcome of that, copy your senior managers in, and say that unfortunately this doesn't appear to the role for her. lf someone who can't do the basics of the job is sitting there yawning and saying "anybody could do this job" when they clearly can't, it's disrespectful and wasting both your time and theirs. Time to be cruel to be kind!

Sorry, but am I the only one who is yawning reading the word yawn so much?

Honestly, she’s sat next to me and I just see her constantly yawning and it then makes me want to yawn too.

She even started rushing an email we were sending out to a client because she “just wanted to get it over with” .... she’s be sending around 5/6 of these every single day and is already bored and over it.

Thank you for the advice everyone. Will just keep a record this week so if it continues then I can keep flagging it up to the manager.

She’s also upset another person on the team with her blunt words. How she got hired I have no idea.

Yeah, that's rude.

I had similar once - used to work in hospital labs and sometimes we'd get doctors through who were training to do their MRCPath. Most of them were ok but one was a lazy git who always would nick my stock of stuff rather than either asking or getting their own; and another one couldn't have looked more bored or "this is so beneath me" if he'd tried. I and my boss were explaining how something worked and he stood there twirling the centrifuge with his finger instead of listening, and when we explained the importance of filling in forms correctly, he said "oh I only fill in the bits I think you need to know". He failed his assessment from the bosses (serves him right, wanker).

You need to tell your manager there is an issue ASAP - tomorrow morning. Lost everything and express your misgivings.

*List

Yes, with her inability to take on board the training and apply it to her job, really every time she does something wrong/that doesn't follow what she was taught and every time you happen to catch something and rectify it before it's done wrong should be getting logged.

Also, with regard to the training, it should have clear objectives (highly, highly specific in this person's case) associated with it that she is aiming to achieve. Sadly, in many companies, their systems for documenting this (especially when it's internal moves) are often really poor. But it doesn't stop you keeping a little day by day diary of stuff for your own records and to share with the manager.

Is there a probation period in the new department? If there is, achievement of the objectives should be linked to that date (where a yes or no review would take place) and would be supported by regular reviews so that she can't say "Well I didn't know I was doing so badly, JH never told me!". So keep your own notes of however many training sessions/topics/instructions you have repeated because she hasn't grasped them.

Had this happen before. We got a really dim person hired from another department into ours, and our managers are so dense they thought she was great because other managers told them so.

The other managers were actually downstairs laughing at the fact ours fell for it.

You do need to tell your manager but you also have to plod through the training, reiterate you have done it and how by email and monitor their work giving feedback about what has go e wrong and then do it again.

Without that evidence you won't have the underpinning evidence that support has been given and work has not improved. Without that formal procedures to remove/dismiss will fail.

It is time consuming and grim. It's always people like this who claim they weren't given the chance to succeed.

I trained someone awful once. She wasn't interested in anything I said, rolled her eyes when I tried to show her something and was just rude and dismissive like she knew it all already. Of course when she took over the role, she had no idea what she was doing and made a huge mess, which she blamed it on me. Work tried to drag me back over to help her out, but I refused and left the company. I would have happily helped under normal circumstances, but the way she blamed the whole mess on me was completely out of line and I just thought fuck her.

I yawn a lot when I get headaches. I need fresh air or I get continuous headaches. Is she actually yawning or just putting it on?