Difficult Colleague

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Background - Started a new position. The person that vacated the position returned, expected the job back but was placed elsewhere. I'm slightly above them in the overall structure of the workplace but not in a direct line of management.

Situation- this person is being extremely difficult. There are lots of procedures that have to come through me or that I need to be in the loop about as part of wider work. I am basically the liason to outside agencies and need to keep relationships with other places. These places have made comments that they are being contacted through inappropriate means by this person and I tried to nip it in the bud by mentioning this to colleague rather than allowing it to escalate to a complaint. Colleague has now started deliberately not putting me on emails an dgenrally ignoring me. I've tried speaking directly to them but they now twist everything I say whilst continuing to circumnavigate me. They either ignore my requests or question everything to a point it takes me way too much rime with them when I have dozens of others at the same level to deal with.
I have spoken to my line manger who just said its just how they are which I'm not wiling to accept!

Any tips on how to deal with someone being deliberately difficult?
Should I just ignore all but the absolute necessary communications or continue to pull them up on their actions?

Do you think your manager is hoping you leave so they can offer the job to the returnee?

I don't think so. The general consensus was that change was needed as and I've had positive feedback since being in the role.

Do you both have the same line manager?

Could you ask your line manager to speak to her line manager?

Or could you approach her line manager?

Currently they are more worried about upsetting your colleague than supporting you which is not great

Wow that is a difficult situation. Not sure I know what to do but followed for what's recommended

Escalate your concerns by email to your line manager again. Explain that you being able to conduct your duties in a efficient and productive manner is being impacted by the actions of this work colleague not following the set up in house procedures and your external partners have flagged it. Keep everything in writing as this will probably get escalated again to the next line manager.

Any communication you have with her regarding this issue i I would either cc in your managers or forward communication on.

Are you still on probation, if so, I'd be looking around. They took her back after she chose to leave and nobody communicated firmly that the role was now yrs.

You need to speak to her line manager. Cite specific examples of client feedback. Show the evidence. Make it clear that you won't drop it.

But be prepared for a long time of nonsense. If she was difficult before she's not going to change instantly.

Document document document.

X left me off email about A so I didn't have information I needed.
X is not replying to emails so I can't progress Y
X is refusing to engage with me in a professional manner and its affecting service to clients.

Factual, unemotional.

But if the manager is saying 'this is just the way X is' then I'd be looking elsewhere. X is the missing stair they've been stepping over for ages and can't/don't know how to deal with. You've a weak ineffective line manager who looks likely to lose a new member of staff over this.

And do you have 1:1's? bring it up every time. Take the documentation with you and say 'this is still impacting my job and nothing's getting better.' But keep it professional and not emotional - in a 'well I've told you the what the problem is, now what are you going to do about it?' way.

The line manager needs to step up.

Definitely. It's disheartening how many managers won't actually manage, though, and lose good staff because of it.

I find managers nowadays rarely manage.

This isn't an employee's problem to resolve. The issue lies directly with poor management. Whoever is responsible for the returning employee needs to make sure she sticks to her remit, and OP's manager needs to support OP.

Thanks for the advice. To answer a few questions. Yes I'm still in probation but was essentially head hunted for this particular role when it became available so I don't feel like they will try to get rid of me (but I accept this could be naive thinking).
There were some extenuating circumstances regarding this person coming back (which could be outing to describe) so I don't feel that they were brought back with the hopes of replacing me.

I've scheduled a meeting with the line managers above our managers to resolve this. It's been very hard not to become emotive in responses when someone is deliberately being difficult. I had a further external query about them and have encouraged them to make a complaint rather than go through me to back up what I am saying.

I really like this job so won't be leaving. It's also doesn't exist in this form elsewhere so have nowhere else to go.

Ultimately with the time this person spends trying to undermine me and control what I should oversee they will inevitably miss something that is a part of their role and be pulled up on that.

Everywhere at work must have at least one colleague not get along.

agree about stick to factual and not emotional. Keep yourself professional. They go low, you stay high.

keep your mind in the long run. Others will be able to tell who is the winner.

good luck!