Employee feels micromanaged if I give her tasks with deadlines

[calmama]

I manage a person who is generally difficult. She objects to… well everything and undermines me at every chance she gets.

When she first started working for me we sat down together and established a work plan to get our job done and keep us on track to meet deadlines. We agreed I would assign daily tasks and we would meet weekly to discuss progress on projects along with anything new we had to take on, along with any business changes, leave, etc.

Weeks down the line she exploded at me for colour coding priorities, saying the urgent (red) tasks were ‘very unfriendly and freaking her out’. I took the red out.

A few weeks later she exploded at me for ‘micromanaging and bullying her’ by sending her daily priorities, despite this being agreed upon from the very start. I asked for an alternative way of progressing projects. She had none.

Today she exploded at me for setting deadlines because they ‘stress her out’. Again, I asked her for an alternative way of doing things and she had none.

I’m at a loss. She’s doing honestly the bare minimum and can’t seem to cope. I’m having to pick up her slack because otherwise my team looks bad, yet I’m still copping the brunt of her rage and there’s no end in sight.

AIBU to throw my hands in the air and take a long vacation?

No. This is a shit employee who needs micromanaging. If left to her own devices she would do nothing. Have you even read all of the OP's updates?

I don;t understand this thread at all. It sounds like the person should have written warning by now for lying, failure to do any work, and bad attitude / insolence. Multiple even. I would be giving written warnings and sacking her (if in my power), or I'd be going to HR and management and saying "I need her off my team, and the company needs shot of her"

I've literally walked out of a job because of being micro-managed... nothing worse than micro-managing. Apart from, of course, employees who force you to try to micro-manage because you know that simply asking them to do the work won't lead to the work getting done.

There is a difference between a) supervising, b) managing and c) leadership. OP sounds to be trying to supervise her problem employee into compliance by sitting on her back? Sounds like that is going to fail. And backfire by giving the employee possible grounds for grievance?

Doesn't this require a bit of management? With HR input, lay out the acceptable parameters, and if those are not met, take appropriate action?

Hardly any managers are actually trained in how to manage other people. Quite often the manager is someone who is really good at a thing and is then expected to supervise a bunch of other people. It’s not a terrible role if the people being managed / supervised are reasonably sensible and trustable.

It sounds as though the OP is doing her best to get any work, whatsoever, out of this person. I’d love to know what she does all day. I can’t imagine sitting in an office for a whole day and not doing any of the tasks I’d been given. Isn’t she bored shitless?

Even if you are micromanaging her, if she is truly "exploding" and "raging" that is not a professional way to respond, even to poor feedback.

You send her daily responsibilities? That is micro managing

Why on earth haven't you got rid of her??

How often is it acceptable, in your view, to make a team member aware of upcoming tasks and deadlines?

Did you agree the arrangements verbally? The way to deal with a person like this is to agree progress, commit the agreement to writing and both of you sign. Call up her contract of employment with reference to the job description. If she then breaches the agreement so that the work cannot be done, start the disciplinary measures (strictly in accordance with employment law)

She shouldn't be 'exploding' at you full stop. That type of behaviour is not appropriate for the workplace. Sounds like it's time to put her on some sort of PIP and get HR involved.

If new tasks come in daily how is the employee to know what is required if she isn't told?

I really feel for you. It does feel a bit like micromanagement but that’s what you do when you have team members who don’t perform, don’t hit deadlines and generally skive off. Could you try having a Monday meeting weekly to assign tasks and discuss priorities? You could then have a 15 minute slot in daily so you can support them and also hand over anything that comes up? I have someone similar to this, lacks any self awareness about their own behaviour but has plenty to say about everyone else, plus lacks emotional intelligence. I have come to the conclusion they like drama and attention. I’m so fed up with it.

We had someone just like this @calmama and I had to sack her two months ago, after we couldn't get her through probation. Although it was hard to do it, it was the best thing I ever did and now the team is working effectively again. Honestly, I wouldn't put it off.

Always think when reading stuff if it founds odd it’s worth questioning.

An employee blowing up should be reminded of their responsibilities and expectations. I don’t understand why this is accepted unless the person giving work is asking something unreasonable.

Now if it’s just this person is difficult, it needs addressing formally. Explain that work needs doing in specific timeframe and you’ve noticed this has caused issues . So what’s up?

they either tell you or you make sure it’s documented and cover yourself with HR. Then if deadlines missed, you ask again, why and if they need support?
Document offer for support and if they have issues. 3 strikes and HR should have enough to say bye.

This is micromanagement techniques. Look into coaching and other ways to manage. Give her full responsibility, if there is a deadline she needs to know why and be part of setting it. Daily tasks is crazy.

I had someone working for me who insisted on doing things her way and would not take on anything new or accept any help with her existing work. She'd keep her own hours, take holidays without any warning and not follow simple procedures for basic work.
I did keep trying to get her integrated into the team but she eventually made a formal complaint against me and went on sick leave with "stress". This meant that we couldn't replace her.

I worked in an organisation where very few people have ever been dismissed, and though she lost her complaint she was eventually allowed to take early retirement. At least this meant we could recruit somebody who was willing to work with other people but it made a lot of work for the rest of us.

That is at most a 4 hour list. She can't manage that in a week?

Is she providing you update on anything she is doing?

I got the impression from the OP that whe was being given weekly tasks and responsibility for doing them. But still not doing them.

Has OP said the micromanaging is making her work? I thought she wasn't working regardless. It could be that it is making her worse rather than better and it is probably wasting OPs time too.

Astonished at some of the comments - the employee is lazy, manipulative, and should be put in poor performance measures asap. My sympathy completely lies with OP.

This.

Yeah, she'd be out in my organisation by now.

Agree.
I'm astounded the OP has tolerated this for as long as she has.

I think the posters accusing the OP of micromanaging haven't bothered reading the OP's further posts where she makes it abundantly clear that the employee isn't pulling her weight. It is pretty obvious that this employee needs more managing than someone who will just get on with the job.