work issue - who was wrong

[Chouette123]

Who is U?

2 managers, same small team, let's call them Jill and Sandra.
Jill's report Bob has issues with performance. Despite interventions, this does not improve. It has been decided that Bob will be let go.

While this has been discussed, Bob has gone to HR to make a complaint about Jill. They cannot work together, Jill is too controlling and always critical of Bob's work even though his performance is fine, Bob doesn't like the communication style and finds it very rude and so on. HR, Jill and Bob discuss the matter and HR does not find Bob's accusations hold water.

Jill tells Sandra that Bob is about to be let go. Sandra now tells Jill that Bob had also approached Sandra some time ago (before he went to HR) to complain about Jill. Sandra had told Bob that if Bob had addressed those issues to Jill and they didn't find a solution, he could talk to either HR, or Jill's manager.

Jill feels betrayed and that she no longer trusts her colleague. She feels she needed to know this info to protect herself against accusations from Bob. She feels Sandra could have at least given her heads up that Bob might be up to something. Sandra feels that as she was told about the concerns in confidence.

Who is U, Jill or Sandra?

Jill has no right to know that a staff member is making a complaint about her until HR address it with Jill directly.

Sandra would have been deeply unprofessional to warn Jill in advance of a formal complaint being made about her, or to divulge a confidential grievance made to her by an employee about another member of management.

Jill maybe needs to read up on HR procedures a bit before getting her nose bent out of shape.

Jill, you should take the opportunity here to reflect on what has gone on. It’s not surprising that an employee who finally twigs they are close to being fired will try to claim that their manager is the cause (in some cases they’re not wrong, but I don’t think that is the case here).

From what you describe you handled the performance issues fine, but the way you are handling Bob’s complaint and Sandra’s (correct) response is troubling. I would suggest having a chat with your own manager to get their feedback about the events to help you learn from this experience.

Op is Sandra, no?

When Jill says she can no longer trust Jill, what does she mean? Trust her to betray confidences or go against company procedure ?

Jill feels she should have been warned that Bob is putting a complain together, she could have maybe done some things differently during that time.

Then Jill is even more wrong.

This. Her behaviour ought to be correct regardless of whether she is under scrutiny.

Jill is being unreasonable

To answer a couple of questions and comments:

• Longer story why Sandra told Jill at all - basically Bob is not planning to go quietly and Sandra says she was concerned that if Bob brings the fact that he had complained to Sandra up during the planned meeting to let him go, this will be a challenging situation for Jill, to be put on the spot like this.
• Sandra did also tell their joint manager, as Bob had asked her to give the joint manager a heads up that Bob has concers. Joint manager also did not tell Jill. Jill is also upset about that.
• Sandra and Jill are not friends. They work OK together, but that's the extent of their relationship.

Jill is wrong.

People cannot help feeling how they feel. But Jill is wrong and Sandra is right. I do think Sandra stirred things up unnecessarily by spilling the beans about Bob after the event. Nothing to be gained but resentment and hurt feelings. But the advice she gave to Bob and her conduct was spot on other than that.

Jill feels what she feels, but she is being unreasonable.

either Bobs complaint is spurious and therefore there is no need for Jill to change or do anything or it has weight and Jill shouldn’t be given any time to cover her tracks

Jill feels the complaint is sprious so she would have for example asked other people to join meetings with Bob, given instructions in writing etc, to avoid he says-she says situations.

There's no need for the update, Jill is obviously wrong.

I'm guessing by the way you wrote the first post that you're sandra, though?

This.

For the two managers to have colluded behind Bob's back (because this is effectively what they would have been doing) would have been very unfair. If there had been any substance to Bob's claims, then it would have given Jill the chance to either cover up or to proactively accuse Bob of something to "get in first"

Because Sandra directed Bob to HR, the situation was investigated properly and the correct decision was made.

I have just seen the update. I can see why Sandra told Jill. That seems sensible in those circumstances. Sandra is right.

So Jill is basically admitting then that she didn't treat Bob well..!

Jill is wrong. Sandra was part of a workplace discussion with Bob, so really shouldn't ever have told Jill anything. If Jill would have done things differently then why didn't she do that in the first place? Things should be done by the book every time is let go, not just if the company thinglks someone will make a fuss.

Then use this as a learning experience…

But what’s done is done. Any manager who has been through performance management with an employee looks back and recognizes things they could have done differently/better. You need to let the thing go with Sandra. She was correct in her actions.

Jill should have been doing that anyway. How can you sack someone for poor performance without documenting the steps taken to improve? How is she going to evidence those meeting if he goes to an employment tribunal? Jill has dropped the ball here.

Sandra has been wise.

Jill must untwist her knickers.

Sandra did the right thing. A colleague has spoken to her privately. Whilst I understand Jill may of appreciated a heads up, I think Sandra did the right thing. The professional thing too

Surely if under performance review everything should be in writing and it have others in the meetings / aware of them

#TeamSandra

Not necessarily. I see what Jill is saying…Imagine this scenario

Jill tells Bob to complete the TPS report verbally. Bob doesn’t complete the report. Bob tells HR that Jill never told him to work on the report. IIf Jill had emailed Bob the direction to complete the report she would be able to prove she he was lying.

So Jill is basically admitting then that she didn't treat Bob well..!

Jill is worried Bob will make stuff up and she has no evidence to contrary

For most things yes, especially anything covered under the performance mgmt plan. But it’s not realistic that every interaction between manager and employee is witnessed or written.

That made me proper LOL!