Taking over a team with a 'tricky' member - advice please

[thetwinkletoescollective]

I am just about to go into a team leader position for a new job and I am inheriting the current team. Most are lovely and sparky and willing to work together as a team. One is not.

In a previous time and place I interviewed the 'one who is not' and she did not get the role because I thought their 'red flags' were obvious.

Unfortunately the new place of work didn't have me on the interviewing panel!!

Turns out my hunch was right - 'one who is not' has basically bullied the previous team leader out of the role (by claiming she is being bullied and causing a lot of stress) although previous team leader would say she was leaving on her own accord.

Any advice for how I should manage this person and protect myself?

Many thanks

Keep meticulous notes.her conduct,meetings,any concerns
Make sure From the off someone has your back,supports you
Read up on all the policies,the hr,performance management
Anticipate that it will be problematic she’ll potentially split staff.yiu vs team
paint you as the newbie who’s cruel,ruthless, whatever

If you do need to address any issues with her make sure you address the issue rather than her. So you didnt do this report properly puts blame on her personally. This report isnt done to an acceptable level is less personal.

And everything the pp said.

Make sure your new line manager is behind you.

Try not to be prejudiced in advance - some people's behaviour is very context dependent and it may be that she and the old team leader rubbed each other up the wrong way.

Be scrupulously fair and even handed to all of the team.

Yes address the issue refer it back to policies & acceptable standard of
Practice
Do not personalise it.
Accept she’ll have a voice in team you’ll to be more boundaried eg if she has a meeting she can sound off,tell colleagues.
You as manager can’t get team support or have that convo with whole team. You'll need to be boundaried
Yiuve said it’s knwn she is problematic, who will cover your back

So you need to address issues
If it goes to a disciplinary or union you need an evidence base,factual

Another thought about winning her over. Listen to the episode of the guilty feminist called pulling each other up the ladder.

Tackle it from day 1. Don't let anything go or the 'one' will use that as ammunition 'you didn't pull me up when I did x so I did y' sometimes a complete nonsequiter but can cast doubt on you in future.

Hi OP, I am in a similar position to you. I have to agree with other posters. Tackle it from day 1. Make sure all issues are handled on a professional level. Nothing personal, just facts.
I have raised issues with 'my one who is not' with my line manager, who is 100% behind me. He is aware of some performance related issues, that is really the only relevant point. Keep the same level of records for all team members - otherwise 'one who is not' can claim you are singling out or even bullying them.
If you need to raise issues with 'one who is not', make sure that either someone from HR or your line manager is sitting in. That way it's not 'one who is not' word against yours and you have nothing to hide.

Well just to say it started early...less than three weeks in and I am ‘dishonest’. This has been voiced behind my back and to my face.

Great advice everyone thank you to those who replied.

Trust your gut. You knew this would be a problem. My advice would be believe what is happening even though you think nah, that can't be right. Document EVERYTHING.

I'm sorry you're having problems

Been there. Thought I could rise above it. I decided I would not show that she was getting to me. I thought escalating it would make me look weak. Big mistake! Bullying is bullying, and that's what it was. I so wish I had called her out on it immediately. She was an expert manipulator. The damage she has done has outlasted her employment with us.

Escalate. I hope you get the right support.