Stupid or malicious grievance? Help!

[FlyMe2TheMoon]

Two weeks ago a junior staffer was very rude to me. She'd been rude a few times - blunt, sarcastic etc but I had enough. I spoke to her manager's manager who agreed it was unacceptable and advised me to email her manager and ask her manager to speak to her about it - no formal complaint.

This junior person has now raised a grievance against me for asking her manager to have a meeting/discussion with her about her rudeness to me.

I think this is craziness... any thoughts? I've not been in this situation before and I feel
It's bullying.

Your manager should have raised the issue with her manager. Doesn’t sound like much managing going on.

Sounds like a first strike situation. She throws a grievance at you to try and make you look like the bad person and cover for her unprofessional behaviour. You've done nothing wrong so I'd either go along with the process or raise a grievance against her for her rudeness.

Two weeks ago a junior staffer was very rude to me. She'd been rude a few times - blunt, sarcastic etc but I had enough. I spoke to her manager's manager who agreed it was unacceptable and advised me to email her manager and ask her manager to speak to her about it - no formal complaint.

You had enough of her behaviour, which I agree sounds unacceptably aggressive, but can you see that it might have been better to have spoken directly to that person rather than going straight to her manager? It's hardly likely to get you to the best outcome (cooperative productive staff member) by going over her head. It will put her on the defensive.

If I was in your shoes I'd want to at least find out straight from the person

• what their issue is, what is causing their negativity - could it be a non-work related stressor that is spilling into the workplace? I'm not saying it's right, but how many of us can honestly say that we've always behaved beyond reproach at every stage in our career (esp. in the early years)

• what, if anything, can be done to support the person to get back to productivity. OK if they are given support and their behaviour doesn't change, then fine to start with disciplinary-type conversations, but not to give them time to right the wrongs is not good people management.