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‘Management / Leadership Development’ Category

Dec16

Manager Asking Employee About Another Employee

I work in HR for a prominent company that is involved in wind energy. Today a technician recieved a safety violation for not performing LOTO. Later that day the manager brought the other technicians into the office that were not involved, asking them, “do you feel safe working with Joe?” Is it legal for a manager to present that question in an open discussion?

I work in HR for a prominent company that is involved in wind energy. Today a technician recieved a safety violation for not performing LOTO. Later that day the manager brought the other technicians into the office that were not involved, asking them, “do you feel safe working with Joe?” Is it legal for a manager to present that question in an open discussion?

Aug17

Written reprimands

Is an employer required to discuss a particular problem with the employee prior to a written reprimand that is placed into the employees personnel file?

Is an employer required to discuss a particular problem with the employee prior to a written reprimand that is placed into the employees personnel file?

August 17th, 2011, 5:43 AM |  Posted in: Management / Leadership Development |
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Aug12

Friendships Boundaries in the Workplace

A couple years ago I opened my own firm so I am new at managing people. I have had issues with two different administrative assistant/office managers entertaining and joining in on complaints with lower staff or subcontractors, but in subversive undermining patterns. How do I draw boundary lines and define expectations with regard to my assistant fielding complaints but in a way that brings resolution and not fester subversive behavior. I sat down with this person and even went over triangle dynamics and how communication has to eventually make its way back to each position/point.

Instead the pattern played out where I ended up with a clerical staff and my assistant in collusion where I was tried, convicted and sentenced all behind my back. They were interpreting any action or thing I said only between each other, then all I would know was attitudes had turned cold and communication and morale were suffering and their clique was hurting efficiency (long lunches, too much social interaction and they would take liberty to work together on task that should have been easy for one person to handle). They were a unified front and I was the common enemy.

What can I expect from an office manager or administrative assistant with regard to friendships and communication (work related issues) with lower staff?

How do I sort out these muddy waters of their friendship and what I can appropriate expect that would have prevented these issues.

A couple years ago I opened my own firm so I am new at managing people. I have had issues with two different administrative assistant/office managers entertaining and joining in on complaints with lower staff or subcontractors, but in subversive undermining patterns. How do I draw boundary lines and define expectations with regard to my assistant fielding complaints but in a way that brings resolution and not fester subversive behavior. I sat down with this person and even went over triangle dynamics and how communication has to eventually make its way back to each position/point.

Instead the pattern played out where I ended up with a clerical staff and my assistant in collusion where I was tried, convicted and sentenced all behind my back. They were interpreting any action or thing I said only between each other, then all I would know was attitudes had turned cold and communication and morale were suffering and their clique was hurting efficiency (long lunches, too much social interaction and they would take liberty to work together on task that should have been easy for one person to handle). They were a unified front and I was the common enemy.

What can I expect from an office manager or administrative assistant with regard to friendships and communication (work related issues) with lower staff?

How do I sort out these muddy waters of their friendship and what I can appropriate expect that would have prevented these issues.

Apr07

Can Supervisors borrow money from Subordinates?

We have an Executive that has borrowed (and not paid back) money from her subordinates from small amounts to $9,000.00. What is the employer's risk in having someone in an Executive role behaving in this manner?

We have an Executive that has borrowed (and not paid back) money from her subordinates from small amounts to $9,000.00. What is the employer's risk in having someone in an Executive role behaving in this manner?

April 7th, 2011, 5:12 AM |  Posted in: Management / Leadership Development |
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Apr01

Privacy Act

A complaint letter was written about the manager. It was passed onto the president of our board. She is wanting to discuss the issues in the letter with other board members so that we can come to a conclusion on what actions need to be taken.

The issue is the employee that has written the letter has stated that the letter is not to be shared with anyone due to the privacy act. Is there anything the president can do in to share the letter without the employee going after the board of directors for it being shared?

A complaint letter was written about the manager. It was passed onto the president of our board. She is wanting to discuss the issues in the letter with other board members so that we can come to a conclusion on what actions need to be taken.

The issue is the employee that has written the letter has stated that the letter is not to be shared with anyone due to the privacy act. Is there anything the president can do in to share the letter without the employee going after the board of directors for it being shared?

April 1st, 2011, 5:40 AM |  Posted in: Labor Laws, Management / Leadership Development |
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