To report this colleague?

[WorkplaceDramaHelp]

I am currently in quite an issue at work, and I’m looking for advice really.

We have had a new receptionist start, who is significantly older than me (sharing as I think this is part of the issue!) I’m in my 30s and they’re in their 60s. I think they don’t like receiving instructions from someone younger than them and this is at least part of the problem.

Since they started there have been some issues, teething problems probably, such as scanning things wrong or booking appointments wrong etc etc. If I ever try to raise this (e.g. ‘just to let you know for next time appointments should be at this time’) she gets very snappy with me and make it a very tense atmosphere. They do not take this attitude with male counterparts, who are also younger but probably closer in age (around 50s), or the older female colleagues.

I have raised with my superior that these issues continue after I have mentioned to the person involved, as I find it very uncomfortable to offer these corrections directly due to the snappiness etc.

Since doing so, things have become even worse. More and more mistakes happening, that I feel uncomfortable to mention, and a huge atmosphere of snappy words or whispering to the other receptionist when I walk past etc. I have taken to fixing things myself or just doing the tasks myself in the first place, which doesn’t feel reasonable either.

I’m really struggling with the environment and it’s making me very anxious to go into work. I want to get on with everyone, but the mistakes do need addressing as I have to fix them otherwise and I honestly don’t have time.

At this stage I have purely reported the actual errors (when I have said something) and left any kind of comment/tone out of it.

would I be unreasonable to go to someone in the department and explain how I’m being made to feel?

I think it’s even worse as she is particularly rude if I see her on my own, or when she thinks no one else is there. It’s gotten to the point that I meet a friend outside of work to enter to go past so that nothing is said, which doesn’t really feel like a practical solution or something I should have to do.

any and all advice appreciated!

I'd let her fall on her own sword
Then be hoisted by her own petard
Always jot down what you've showed her to do as you talk in case she claims otherwise.
Date and time it too
You've done the best you can in the circumstances, and shes gotten much worse you've spoken to management so what else to do?
If I were you, I'd also keep a record of everything for evidence/reference concerning her constant snarking
And the friend you meet up with at the end of the day, put that in your record too
Just a query, is there not one person there you consider at least a 'work friend'?
Easier said than done; but she's in the wrong, not you. Good Luck

Also follow up absolutely everything in writing. Otherwise the errors will be 'your fault for not showing them properly'

Yes, absolutely do this but also log the training u out be provided and ask her to sign it off. If she says she’s not been trained on any aspect of her work you can then close the gaps. Keep doing this because these situations have a nasty habit of turning around and the next thing you know, you’re the problem.

Depends on the company @RosesAndHellebores - my last one, HR (or People Development as they were called then ) were very involved in monitoring performance during probationary periods. Although obviously with input from those who worked with/supervised the employee.

Stop being so apologetic!

“we need you x in this way please.”
”don’t talk to me like I’m stupid”
”excuse me? I’m assigned to train you. I’m training you. There is no need for you to take that tone with me, and given that I’ve explained this point to you already before, it’s clearly something I need to bring to your attention. In future please do X in this way. Please”

and walk the fuck away.

stand up for yourself.

If there is a repeat of her rudeness, tell her calmly and clearly that her tone is rude and unacceptable, and walk. Every time.

then go to your manager and tell them you’re not going to want to train this woman anymore. Tell them that her behaviour is appalling towards you and you are coming to them now before to give them a chance to fix it, before putting in an official complaint.

this woman must still be on probation, so document everything, follow up in an email with the instructions you have given. Set the trap so they can get rid of her.

Presuming this has been a few weeks now, approach your manager and state you feel you have done what you can, but you are concerned the quality is not to standard and you are still needing to hand hold.

Agree a fixed time that is not too long (2 weeks?) by which time quality needs to be in a good place, and ask manager to send communication on this.

Offer (in writing and person) to recap any training and setup regular review meetings before the work goes to client. Take actions / improvements in writing. Keep professional and polite.

Ignore any minor comments but refuse to do her work for her, and rebuff anything more than minor in a professional manner.

At the end of the agreed period recap the progress (or lack of) to manager and let them take decision. Also highlight if they have had a bad attitude to working with you or learning.

If manager refuses to engage or backs ongoing hand holding then become very busy on important client work and state you are unsure you can support continued hand holding whilst also maintaining your own work rate. Also boot up job serve.

The management have not made the hierarchy clear in your workplace. When a new team member started I would introduce her/him to my senior assistant and explain that she was in charge of the day to day running of the service point. Therefore she (senior asssitant) would be the first point of reference if new employee had a query and would be responsible for routine training during the probation period. This made the ranking very clear regardless of the age or gender of the people concerned.

We once had a problematic assistant like that in OP's account. She was not rude and snappy. However she had a quiet way of being insubordinate. She had her own way of working and often had to be asked 2 or 3 times to leave off what she was doing in order to help with a team task. This caused resentment with other team members and undermined the authority of senior assistant. I had to have a stern talk with her. I pointed out that when it came to her three month review I would have to mark her as "unsatisfactory" in some important respects, which could affect her probabtion period. Her performance did improve markedly as a result.