Being a manager

PDC

Having previously worked somewhere were the middle manager over the team was clearly uncomftable in their position, trying to please everyone all the time both beneath and above them. It made the working environment difficult for everyone as you had people taking advantages on both sides and other people having to pick up the slack or cover for colleagues. I do think you do need to act.

As said we maybe need more information but I would suggest a separate meeting with each of them, in work, and outline the issue, I would state that if no change happens then warnings will be issued.

I think as a a manager you should be both putting down the law to those beneath, making sure they know where they stand and what is expected and in making sure they are not taken advantage of by people above you/them. Thats the best way you will get the respect you say you would like.

System

OK. I'm making a change in my hours. This has been approved by my manager, and I spoke in detail to the one person most affected, but announced it to the rest of the team as a done deal. I do not feel that they needed to be consulted on this (and surely if I did I would be being too wishy washy?). When I told them I discussed consequences and plans to support the change, as well as the reasons behind it.

There was a gap between me and the person who managed the team before me, and she had worked up the ranks, and from what I can gather she didn't really do the people management side. By trying to put some structure around it, I'm presenting a different management style to the one they've had before, but I do feel it's right to do that or I'm not sure why I'm actually their manager, and not just something like a project manager.

The bad beharviour is clever - just on the line but not over it. For example they set up a meeting to discuss my change (which they haven't invited me to) and yes, it does warrant some discussion possibly and I can't really stop them doing that. But, it feels a bit odd, as I'm sure you'll appreciate!

Hope that helps to clarify, not sure I want to give much more detail...

Funky_Bold_Ribena

I'd let them hold the meeting to discuss your change, in fact I'd sideswipe them, and ask them to hold a meeting to discuss the impact of the change, and ask them as a group to fill out a SWAT analysis of the change with ideas of any issues that need addressing as a result. I'd also ask them to nominate a rep to meet with you next week to sit with you and discuss any issues.

terra_ferma

I think you need to make sure you are not missing some real issues just because of the way they are being expressed, maybe practical consequenses to the change that you had not envisage or had underestimated.
Once that's established then make it absolutely clear what you expectations are in terms of work performance and behaviour, and monitor them regularly (I'm one for the formal approach, but informal can work better in some cases, as a first approach).

The fine line is to make your team feel listened to and valued, while making it clear you are the boss and they have to respect your decisions.

ValHaller

Funky_Bold_Ribena wrote: »

I'd let them hold the meeting to discuss your change, in fact I'd sideswipe them, and ask them to hold a meeting to discuss the impact of the change, and ask them as a group to fill out a SWAT analysis of the change with ideas of any issues that need addressing as a result. I'd also ask them to nominate a rep to meet with you next week to sit with you and discuss any issues.

I agree. I have been reflecting for an hour over my lunch and I feel that OP must seize the initiative. This is better than any approach I have thought of.

In the longer term, I am guessing this is local authority or public service and I imagine that the staff feel a certain amount of resentment over things which have built up over the years. OP you need to be sensitive to this and work on addressing how your staff are feeling rather than just fire fight issues like this one.

SuzyZ

If you're referring to these 2 as 'children' then does this come out in the way you treat them?

I'm only thinking if you treat them as children then that's the likely behaviour you'll get in return, childlike. Treat them like adults, with respect and they may, 'step up' and behave accordingly.