How would this behaviour go down in your workplace?

[Iwanttenofthose]

Just interested in some other perspectives on what would be an acceptable way to handle this in your workplace.

I'm a project manager, x is in a junior admin position. X used to hold a slightly more senior role (not management) but threatened redundancy, took the admin role rather than leave.

Every time I communicate a project decision to x (that has been ratified by the project stakeholders, steering group etc) and ask them to help with the resulting action, for example by sending out a calendar invite, they challenge the strategy behind it and end up pulling loads of different people into the conversation to try to support their case against whatever approach we're taking with the project. The only reason I tell them anything about the project is because I need them to do the occasional task like book an event or send out an email. They'll then refuse to do the work until I've had multiple conversations with them, and all the other people they've pulled into the situation who aren't even part of the project, to clarify that the decision has already been assessed by people with the relevant expertise, signed off, and the thing I've asked them to do now just needs to happen.

For context, I work in an organisation where everyone's in the trade union and the organisation is extremely averse to the risk of upsetting anyone. If I did say anything more assertive than what I've put above, x would probably go to the union saying something about their wellbeing being compromised then I'd be the one having to justify my actions to HR etc.

How would this play out in your workplace?

Sounds like someone they wanted to get rid of because she was bloody hard to work with so they threatened her with redundancy. I suspect the defensive, aggressive, confrontational thing is not a result of her demotion - it's who she is and she will be hell to deal with.

Well I certainly wouldn’t be entertaining this at all,
I work in a similarly structured role, I’ve dealt with problematic admin staff before and my stance had always been not to tolerate this kind of behaviour as all it does it let them think they have the justification if they get away with these kind of power grabs.

I would keep it strictly to email only,
give her the minimum amount of info needed for each task you require.
“I need you to set up a meeting with Y on Z date, this is what I would like in the email to him {content of email}”

“I need you to organise this, {giving clear and thorough instructions on exactly what you want}”

if she tries to give options or challenge anything I would completely ignore that part of her reply and just repeat that I need her to do X/X/Z by the end of the day please.

if she continues I would CC her LM into the email.

X is not in the right role.X sounds like they are now heckling from the sidelines and derailing the process as they are frustrated they are not part of the decision making process.

Yes, I appreciate it must be frustrating for X but they decided to stay in an admin role, and that is the role they must fulfil. Keep all communication official and firmly establish team roles.

Was X obstructive & difficult when they had senior role? I am betting yes. Lots of good suggestions here, anyway. I like "could someone in your team sort this" strategy, too.

How would this play out in your workplace?

Our place has extremely inactive management style.
We're mostly on FTCs & their contract wouldn't be renewed.
Redundancy payouts are also limited, and (Covid destroy funding streams) we have a huge voluntary redundancy initiative going on.

She’s undermining you and delaying things unnecessarily. Refusing to do tasks she’s been allocated until you explain yourself to her is not on. You need to be much tougher with her. She doesn’t deserve your sympathy and her disruptive behaviour is affecting you and the team.