problems with a member of staff

frankie1star

I work in a team of 3 ladies. We have had problems with a member of staff. He has been foul, bullying and his behaviour is not becoming of a manager. He is not our manager!

It got so bad two weeks ago I refused to work with him, and I informed my line manager. She suggested a round table meeting with our team, and we aired our grievances! She gave us the option of making a grievance against him, and on discovering what this process would involve, none of us wanted to go that route. However, she did say she would be happy to speak to him and we were happy with that, we didnt feel like we wanted to be responsible for possibly ruining his life. He is not well liked amongst his team as he is arrogant, not approachable and a bully, but he does the job that senior management wont do. I came up with reasonable soloutions how he could keep his contact with us down to the minimum.

Therefore, we were happy for her to pursue it on our behalf, but decided amongst ourselves this would wipe the slate clean but if he behaved like he has done in the last month towards us, we would take the formal route!

Today, our supervisor had a meeting with our line manager (the one who was going to speak to him) and she (lm) has suggested we have a round table meeting with him, her and our team!

By doing this I feel she has placed the onous on us, i.e. if we felt strongly enough we would be happy to do it and if we dont we obviously dont feel strongly enough. We feel so let down!

So, if we have to face up to this situation how do we deal with it?

Can anyone offer any constructive advice on how to deal with matter, as I feel if we dont react she will think we are not that serious and he gets away with it.

Zazen999

This is your line manager showing that she is unable to manage sideways. It should not be down to you - you have expressed our feelings to her and she should deal with it.

It's not about you feeling strongly enough - she is management for a reason - tell her to manage it, and if it needs to go above her then she needs to raise it with HER manager.

frankie1star

thanks Zazen, its exactly how I feel, but would we be considered cowardly if we dont take her option?

I guess you could say the other two follow my lead, and will be guided by me, but in order to do that I need to know the best way to deal with it.

jobbingmusician

I don't agree that your line manager has failed you. It sounds to me as if what she has suggested is a mediation meeting, where you can air your concerns direct to the employee concerned, with an impartial person there to keep things cool. This is a common way of trying to head off a formal grievance, and should result in some minutes which express your concerns, his responses to this, and a clear action plan about what should happen. Potentially this could be quite a useful meeting for you and your colleagues, but you would need to go into it clear on what you would like to happen and how you would like the offender's behaviour to change.

Hope this helps! JM

VfM4meplse

It sounds like your manager is trying to force your hand - put up or shut up as it were. It doesn't sound like his chap is going to reform in a hurry, but don't be bullied by anyone. If you have to put in a formal grievance then so be it, just make sure you have your facts straight, names, dates, times and places etc.

Zazen999

jobbingmusician wrote: »

I don't agree that your line manager has failed you. It sounds to me as if what she has suggested is a mediation meeting, where you can air your concerns direct to the employee concerned, with an impartial person there to keep things cool. This is a common way of trying to head off a formal grievance, and should result in some minutes which express your concerns, his responses to this, and a clear action plan about what should happen. Potentially this could be quite a useful meeting for you and your colleagues, but you would need to go into it clear on what you would like to happen and how you would like the offender's behaviour to change.

Hope this helps! JM

I'd agree if it was a colleague - but it is another Manager, who has the seniority to take things out on the staff, even if he isn't managing them.

alwaysonthego_2

Zazen999 wrote: »

I'd agree if it was a colleague - but it is another Manager, who has the seniority to take things out on the staff, even if he isn't managing them.

It is a collegue, not a manager! Though I read it wrong at first:D

Zazen999

alwaysonthego wrote: »

It is a collegue, not a manager! Though I read it wrong at first:D

I read it that his behaviour is not becoming of a manager, but he is not THEIR Manager.

Perhaps the OP can clear up who this person actually is???

frankie1star

Zazen you are correct he is a manager, but not our manager! We work closely with him as support within our division.

I have been thinking things through over night and whilst I dont relish facing the situation I agree with jobbingmusician to a degree (mediation), but also that it is a case of 'put up or shut up'. I know that it will be me who will lead the talking, but I thought of the five recent incidences that he has upset us with, and wondered whether this would be a good starting point.

Further, we deal with thousands of customers, staff and students and there is not one singular person who consistently upsets us as much as him....does that say something!!

maninthestreet

frankie1star wrote: »

Zazen you are correct he is a manager, but not our manager! We work closely with him as support within our division.

I have been thinking things through over night and whilst I dont relish facing the situation I agree with jobbingmusician to a degree (mediation), but also that it is a case of 'put up or shut up'. I know that it will be me who will lead the talking, but I thought of the five recent incidences that he has upset us with, and wondered whether this would be a good starting point.

Further, we deal with thousands of customers, staff and students and there is not one singular person who consistently upsets us as much as him....does that say something!!

You need to keep a diary of this person's behaviour, making notes of the nature of the inappropriate behaviour, and the date and time it occurred. This will be needed if you make a formal complaint. It's quite possible that some of this person's behaviour may be bordering on what your employer would consider 'gross misconduct'.

frankie1star

there have been five incidences recently we could all mention, but havent documented them....our view is we have given him the opportunity to take it from our manager (senior) and after that he has blown his chances...but on the other hand he may be oblivious to what he is doing..and sitting round the table might make him aware...(not??)