Team member sulking - any suggestions?

[Blushingm]

I am a team leader and have 2 deputy positions vacant. Another 2 teams have 1 each so we advertised together. We short listed and one if my team members applied but wasn’t short listed

Shes now sulking. Not speaking to me. Not speaking to a team member who got an interview and is just making an atmosphere in the office. Even the students are picking up on it.

I found out she went to my senior to ask for a transfer - Or when the next deputy job is coming up. My senior is great and agreed that it’s good she wasn’t short listed if this is her attitude

i called her to my office to say we need to clear the air - the decision stands - I understand she’s disappointed but it’s not fair on the rest of the team - it’s disrespectful and disruptive.

I asked what she wanted me to do - her reply was nothing. I explained it wasn’t personal but other people were more experience etc - her reply - ‘well some might think differently’

now I’m really pissed off - she’s rude. Disruptive. Disrespectful. And not sure what my next step should be……I’m relatively new to team leader

@Shedmistress Did anyone tell you it’s not ok to shoot the messenger? Her training is a two way conversation for performance and development. Your training has obviously been poor. Maybe that’s why you keep having to do it?

You seem very keen on insulting anyone who disagrees with you, maybe you need to do some more?

@Shedmistress Well anyone who knows anything about performance management knows it’s a two way conversation and there are various avenues to be explored about how an employee can improve and next steps. Getting this qualification should have been part of that discussion if it was going to limit progression to the extent it has because the company uses it as an essential requirement. Not discussing that with an employee is remiss.

You cannot force people to do qualifications they do not want to do.

Also it is inhumae to push people to move up ladders they are ill equipped to climb.

The only person limiting the progression in this case is the sulking employee.

I think the only thing that you could have done better here is to deliver the news in person. In our organisation external applicants just get an email, but either the sift panel lead or the candidate's line manager would speak to internal people who hadn't got through the sift.

You had already let her know when she was applying that she didn't have the essentials.

People who are saying you should just interview everyone are being ridiculous, especially if some candidates don't even meet the essentials. The interview process takes up a lot of time! Not only do you have to prepare for the interviews and conduct them, but then each panel member needs to write them up afterwards and give feedback if necessary. It's not just an hour out of your working life.

I think it's a good idea to speak to your line manager to get advice on how to handle it.

If it was me, I would be having a one to one to address the behaviour, you understand that she is disappointed, but it is unprofessional/against your corporate behaviours to act in this way. What can you both do to move forward? Emphasise that any future deputy role would depend on the same qualification, so ask if she would like support pursuing the training. Maybe offer to review any future applications if you aren't on the recruitment panel.