Undermined

[Jammylou]

I am currently managing a staff member through a process due to poor performance/capability.
Have taken and followed management and HR advice on situation.
Staff member is not taking responsibility for her performance and instead is blaming me citing I am unsupportive. She has health issues. Due to health issues process is now on hold.
Management and HR have agreed I have been supportive and done everything I could. I have considerable evidence to back this.
However her Union are saying she feels unsupported so can she liaise with another Manager. I have no idea why. I still manage the team she works under.
Management and HR have agreed to this in the interim until issues resolved.
Decision made without discussing with me.
I am feeling thoroughly unsupported, vulnerable myself undermined and humiliated.

Even though they state I have done everything I could do (staff member is challenging and complex) what message is this giving to the staff member.
What message is this saying about my own management.
I have requested to meet with HR and management to discuss.
Any advice ?

I work in this field and I agree with you. Don't let it dampen you, definitely have a chat about it, sounds like you're doing everything right.

To be devils advocate, there may be another reason you're not aware of yet, I.e potential incoming grievance, in which case putting someone else managing the colleague whilst that is dealt with may be the reason behind it until an outcome is received as this is not uncommon.

If not it is poor practice to bow to the colleagues requests if there is no other legitimate reason.

Surely if they were aware of an incoming grievance they would need to inform me of this?

Don’t worry. It’s a strategy used by people who know their performance is being questioned. Be glad it’s not your problem anymore, and don’t let it get to your confidence. Desperate employees who know they have been caught out often do this. It will pass, and it has no impact on you as a manager, as long as you e followed due process, which it sounds like you have.

@Jammylou @SanctusInDistress is absolutely right this is a common tactic. Suggest to HR that she is given a fresh start with a new team and manager, trying to have her in your team liaising with a different manager gives her the chance to play managers off against each other.

Was also going to say: don't take it personally. It's not about you. Imagine someone falling and taking aim to grab at anything that might save them - shrubs, tuffs of grass, anything in proximity. A blade of grass does not need to defend that it could not protect someones fall.
Say as little as possible. It's not about you and by talking you can only add to their defence.