The Case of the Unproductive Employee
As the Director of Student Programs and Engagement, you are responsible for supervising six other employees . It's your second year on the job and you're feeling more and more comfortable with the responsibilities you've been given . You were blessed to have a pretty strong team to supervise and you all get along pretty well . The only weak spot in the team is your coordinator for Intramurals, Kimiko .
Kimiko has a great attitude and genuinely loves the work she does, but there are some things she just doesn't seem to "get ." She is regularly late with her monthly reports, she oftentimes loses receipts for the supplies that she buys, she's not usually on time for meetings, and on more than one occasion you've needed to confront her lack of professional boundaries with student employees . She is always apologetic when you talk to her about these things and she promises to change, but there hasn't been much improvement in the last year .
Things have gotten to the point that you feel it is time to "let Kimiko go" and find a new Coordinator . When you speak to your supervisor about her, he disagrees with you and says it's your job as Kimiko's supervisor to help her grow in these areas . When you try to explain all the work you've done investing in her, it becomes apparent that you're probably not going to win this discussion .
This is your first major discussion with your supervisor on evaluating talent and you want him to have confidence in your ability to supervise well . If you help Kimiko improve, it may make your evaluation of her seem premature and wrong . On the other hand, if you don't help Kimiko get better, you're going to be stuck with her problematic behavior for at least another year .
> What would you do?
If I had to deal with Kimiko I would tell her that we need to change or we will start to look for other employees. I would help her be organized and help her be on time for meetings and work. If she doesn't improve I would tell my supervisor that she is impacting our staff in a negative way and that someone else could be more fit for the job.
ReplyDeleteI have kind of been in a situation like this, I was an employee at Pioneer and there was a girl who wasn't doing her job correctly and she supervisor knew it and continuously told her that she needed to improve and she didn't so when the supervisor talked to the big bosses, the big bosses disagreed and didn't believe the supervisor. So I would tell Kimiko one more time that she would need to improve her act and do her job better and let her know that I had talked to my boss about her actions and that her job could very well be in jeopardy, and if she didn't decide to improve her act, I would go back to my boss with proof of how bad she was doing with her job and insist that we let her go and get someone new.
ReplyDeleteI would probably explain the situation and tell her that she needed to change or that we are going to find someone else that can take car of what needs to be done. I think that I would take things up with my boss and just flat out tell them what is going on and what we have done to try to take care of the situation.
ReplyDeleteIf your own job is on the line because of another person you should take actions to change what is happening. You need to think of a strategy to get this person to do the right thing. You’re in a bad position if your boss doesn’t listen to you about this.
ReplyDeleteI shall clarify the situation and tell her that she needs to change, then I would state that she is replaceable and find someonelse who can take the car of what needs to be done. I is my job on the line and I am not here to make friends scooch over woman or put on the proper attire.
ReplyDeleteI would tell her all the things going on and that she needs to make a change and she needs to find someone else can take the care of what is needed done she is in charge and she needs to step it up and kick some butts.
ReplyDelete