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AIBU?

Share your dilemmas and get honest opinions from other Mumsnetters.

Original poster

To say no to colleague?

38 replies

Benchpress · 19/09/2023 16:14

I have a new person join my team who honestly isn’t performing well enough for the grade/salary. I really think she got the job on a fluke. She’s a manager.

for example, she needs a lot of support to
complete any HR action. She shows no initiative and was caught out fudging her flexi sheet and expenses claims. She is acting like a staff member she manages, she will regularly be late to work and be uncontactable through the day

someone she managed made a racist remark today, and as the line manager she has not formally dealt with the situation. She instead said “yeah but she didn’t mean to offend anyone”. Whereas the situation requires a formal meeting and warning consideration

she also has a mentor and has spent around 1 day a week out on mentoring. She now wants a further 3 days per week out to be on an interview panel. Aibu to say no? Ideally if helps me get her out of my hair, I’d say yes. But I have performance concerns so I don’t think it’s appropriate to say yes

OP posts:
TimeForTeaAndG · 19/09/2023 16:24

If she is still on probation just get rid of her, surely?

HaPPy8 · 19/09/2023 16:25

Are you her manager?

Original poster
Benchpress · 19/09/2023 16:26

I can’t as she was an internal promotion. I still don’t understand how she passed the interview to get the promotion because her previous role was completely different to this one. Eg she’s never line managed before and had no scope to lead in her previous job.

OP posts:
Original poster
Benchpress · 19/09/2023 16:26

HaPPy8 · 19/09/2023 16:25

Are you her manager?

Yes

OP posts:
HaPPy8 · 19/09/2023 16:27

Then you need to tell her these things formally and document it and yanbu to say no to the interview panel.

HermioneWeasley · 19/09/2023 16:30

If she’s never managed people before does your company provide any training?

YouHoooo · 19/09/2023 16:32

You say that she’s not a good manager, but here you are asking MN a very basic management question. Is there something up with the company culture that makes it tricky to take decisions?

Winter2020 · 19/09/2023 16:32

Is it part of your remit to carry out appraisals over mumsnet? You are managing managers but come to mumsnet for advice? I can only hope the "racist remark" details and work history have been changed to protect her privacy.

AlisonDonut · 19/09/2023 16:32

So she:
Tried to make extra time and expense claims
Didn't address a racist remark from one of her team
Wants more time out of her role
And as such, you want to fail her probation and not continue her in your team?

You need to have a call with HR and tell them that and that you want her out of your team so they need to liaise with her old manager and the interview panel to put her back in that post.

And don't accept a new start that you haven't been involved with interviewing and assessing for the role you want them to perform.

newlystyle · 19/09/2023 16:33

YouHoooo · 19/09/2023 16:32

You say that she’s not a good manager, but here you are asking MN a very basic management question. Is there something up with the company culture that makes it tricky to take decisions?

I thought the same!

Rainraingoawaycomebackanotherday · 19/09/2023 16:35

I don’t mean to harsh but you are complaining that she isn’t managing people properly yet you’re on MN complaining about how she is committing fraud and isn’t doing her job.

WhatATimeToBeAlive · 19/09/2023 16:36

Why weren't you on the interview panel if you are managing her? That seems bonkers. But performance manage her out.

minipeony · 19/09/2023 16:37

Why aren't you managing her? We can't manage her if you can't!

Purplewarrior · 19/09/2023 16:38

minipeony · 19/09/2023 16:37

Why aren't you managing her? We can't manage her if you can't!

This!! 😂

Gazelda · 19/09/2023 16:38

Have you tackled any of this in her supervisions?

FootprintsOnTheCeiling · 19/09/2023 17:00

minipeony · 19/09/2023 16:37

Why aren't you managing her? We can't manage her if you can't!

Exactly, you’re saying she doesn’t know how to do her job and you’re asking MN how to do your job. Surely there’s a process for failing new starters.

You need to arrange a meeting between yourself and her mentor because you both sound like you’re doing a terrible job then call her in once you have an action plan in place.

itsmylife7 · 19/09/2023 17:04

Benchpress · 19/09/2023 16:26

I can’t as she was an internal promotion. I still don’t understand how she passed the interview to get the promotion because her previous role was completely different to this one. Eg she’s never line managed before and had no scope to lead in her previous job.

That'll be because one of the "big guys " helped her with all the answers to the questions and was probably on the panel.

FOJN · 19/09/2023 17:10

What's your plan? Come to MN and complain about her every time she fails to meet expectations or put the right support in place to help improve her performance. She will always be someone you want out of your hair until you step up and mange her.

I would refuse the time out for her to sit on an interview panel and I would arrange a meeting with her to discuss your concerns and put a plan in place, including a review schedule. You may need advice from HR if you have to proceed to formal performance management.

I think you should have spoken to her about her failure to deal appropriately with the racist remark, given her direction and asked her to report back.

Shinyandnew1 · 19/09/2023 17:24

You are her manager, so manage her!

CustardySergeant · 19/09/2023 17:30

Shinyandnew1 · 19/09/2023 17:24

You are her manager, so manage her!

Precisely! This seems like a case of the pot calling the kettle black!

Ameanstreakamilewide · 19/09/2023 17:44

AlisonDonut · 19/09/2023 16:32

So she:
Tried to make extra time and expense claims
Didn't address a racist remark from one of her team
Wants more time out of her role
And as such, you want to fail her probation and not continue her in your team?

You need to have a call with HR and tell them that and that you want her out of your team so they need to liaise with her old manager and the interview panel to put her back in that post.

And don't accept a new start that you haven't been involved with interviewing and assessing for the role you want them to perform.

Where i work, that first one alone would see her out the door.

No ifs, no buts, no coconuts.

minipeony · 19/09/2023 17:55

Do you have a mentor? Can you ask them?

BMW6 · 19/09/2023 18:01

Bloody hell OP this is basic management! It's not pleasant to have to tell someone their shortcomings to their face, but it's your job as the manager!

It's a bit rich to be coming on here asking for advice .........are you new to the job? Had no previous experience? Why did you apply to be a manager???

GoonieGang · 19/09/2023 18:19

Oh the irony….

PollyAmour · 19/09/2023 18:42

She's not just a colleague though is she? You're her line manager. It's up to you to sort this out.