Timeline for How to manage a co-worker you dislike
Current License: CC BY-SA 3.0
10 events
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| Jun 16, 2020 at 10:59 | history | edited | CommunityBot |
Commonmark migration
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| Apr 13, 2017 at 12:48 | history | edited | CommunityBot |
replaced http://workplace.stackexchange.com/ with https://workplace.stackexchange.com/
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| Feb 5, 2016 at 9:31 | vote | accept | Clark Kent | ||
| Feb 2, 2016 at 11:45 | comment | added | Lilienthal♦ | @ColleenV Great point, I've clarified that part of my answer. | |
| Feb 2, 2016 at 11:44 | history | edited | Lilienthal♦ | CC BY-SA 3.0 |
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| Feb 1, 2016 at 22:30 | comment | added | ColleenV | I agree with the idea that you don't pass the buck if you're dealing with someone who should be fired, but there are folks that don't fit with one team that can be very valuable contributors in a different situation. If moving someone to another team is being considered, there should be reasons why they should go to a particular team or have a different work situation instead of simply "they don't fit here with the way we like to do things". | |
| Feb 1, 2016 at 16:22 | comment | added | Lilienthal♦ | @Chad Good point, as a new manager OP will also want to make sure he follows standard company procedures if he does eventually have to fire her and HR can help there as well. | |
| Feb 1, 2016 at 16:09 | comment | added | IDrinkandIKnowThings | And once you have identified what she needs to improve get HR involved in the communicating it with her. It may or may not come as a first warning but having HR There will help prevent her from saying you said something you did not. | |
| Feb 1, 2016 at 12:56 | history | edited | Lilienthal♦ | CC BY-SA 3.0 |
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| Feb 1, 2016 at 12:50 | history | answered | Lilienthal♦ | CC BY-SA 3.0 |