namelesstavern.net

after my promotion.

I was talking to a customer. HIm and his wife have been working on designing there new house for over a year. When I asked how it was coming along, he tld me they were going through a divorce, but he was going ahead with plans. Blah blah blah. I told him to give me his email address and I would send him some sites that he would enjoy looking at. His response was "MAke sure to inlude some good porn" To which I laughed and changed the subject to his job. I didn't want to have that conversation with him, but I certainly didn't want to be rude and tell him not to talk like that.

Obviously another associate/customer overheard part of our conversation, picked out what he/she wanted to hear, went to my store manager and told him that I was selling myself on websites to customers and that they should do some investigating to see what was going on.

I got called into the office. I told them the whole story and that I was talking about Behr.com and some other websites where you can actually go in a design paint schemes, etc. I was so pissed. They wouldn't let me read the official complaint, but said it was several people. The only other two people up there at that time were a customer and the girl who was pissed because they gave me the promotion and not her. Makes me wonder.....

Anyway, after hearing what I was talking about, they decide not to document my file. If it was the other girl, should I start documenting my own file of every time she pulls this shit? She has already given me problems and I have only been in the position for two weeks, yet she undermines me at every turn. I understand why she is upset, she stepped up and took care of things while they didnt have a supervisor, only to be told that she still had a lot to learn (she's only 19) Her husband is a supervisor of another department, so I don't want to start a war, but she isn't even giving me a chance in the position.

Suggestions?

Kill her and make it look like an accident.

Let me think about ways to do that...................

I'd try to make her your friend, if possible, and confront her directly about what she felt you did wrong.

Also, if you are her supervisor, let her know she needs to go to you first with issues. Lying also isn't tolerated.

Finally, do you have hire/fire capability?

I'd go with Atenson's plan. She seems unpleasant.

rule #1


CYA - Cover Your Ass.

Document EVERYTHING.

Evermore wrote:rule #1


CYA - Cover Your Ass.

Document EVERYTHING.

This is the single best rule in all of business.

lyion wrote:I'd try to make her your friend, if possible, and confront her directly about what she felt you did wrong.

Also, if you are her supervisor, let her know she needs to go to you first with issues. Lying also isn't tolerated.

Finally, do you have hire/fire capability?

We were friends before we both went for the same position, and I got it. Well, not so much friends as friendly. She is 19, I am 33, we dont have alot in common.

I have nothing to do with hiring, but I can recommend firing.

She's 19 and already married? She'll be divorced within 5 years... but anyway. She does not have the maturity to deal with the situation and has already proven herself to be a problem starter / trouble maker. People like her are cancerous to the moral of the company, they end up causing more drama than needed and will ultimately bring down productivity.

At her age and stage in the game a firing might be what she needs for a wake up call.

Despite what Gyps said in a different I am no longer middle management - I am in a higher, much higher, position now. If it were me and if your story is the full story - I'd terminate her, on the spot. I have a very low tolerance for this kind of crap. We're in business to make a profit and to serve the customer, not convert the office into a reality version of General Hospital.

If she in fact did make a false accusation - it would warrant an investigation on YOUR supervisors part. Do you not record the conversations? Most companies now record all coversations (they say they're for training purposes, but in reality they're to cover the company's ass. If there's a recording ask your supervisor to have a listen. If there's not, he/she may need to contact the customer and speak with them directly - this covers you, so when you fire the little bimbo she'll have nothing to say, but goodbye.

Terminate her. If you don't know - you'll continue to have problems down the road.

Yes, I really am that much of a hardass when it comes to my people - in THIS area. I give my people as much slack as the company allows, but when it comes to shit like this - I don't tolerate it - at all.

Being in various leadership type positions often requires pissing people off. It's not your job or duty to befriend her and or coddle to her immature tantrums. IF you do try and befriend her and try to smooth things out, it'll only be a matter of time before she "strikes" again. She's obviously vindictive and isn't above lying to create problems. Trust me on - learn from my experience - have her terminated. You're in for a world of headache if you don't.

do that whole CYA thing....

and don't trust people at your work to look out for you, you never know what will turn their allegiance or mood that day....

You said before that one of your problems was getting carried away with what you said right Janet? I would be careful on that. Otherwise, I always recommend diplomacy. She's a proven employee who rose to the occasion when needed. No reason to lose her over envy. If she really is THAT good, I would do what I can to help her get noticed but at the same time I would ask her to play ball so that I could help her get what she wanted. I would let her know that "Hey, it's business, I got kids to take care of. I'm not saying I didn't deserve the job, but I will say that you definately deserved the job and if you make my job easier and work with me I will do what I can to get you a promotion or at least a phat raise." Maybe she's a cunt and will reject you and that's fine. If that's the case, CYA like Evermore said and make sure you don't let anything with her slide. If she becomes a problem, flex your supervisor authority.

Zanchief wrote:I'd go with Atenson's plan. She seems unpleasant.

hey nice avatar. i thought you hated old foreign films