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removed spaces before punctuation; changed "1-to-1" to "1-on-1"
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edit approved Feb 6, 2017 at 16:32
Brian
edit approved Feb 6, 2017 at 16:32
Brian
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I would take a step-by-step escalation approach. (Edit : II believe the best protection is to solve the problem and communicate about it).)

Step 1  : Analyse the situation.

  • Is he intentionally rude, or is he just not used to a workplace relationship  ? He might just not be used to working, as you mentioned he is a new hire. A simple 1-toon-1 explanation of what is correct and what is not could go a long way.

  • Is he rude only to you, or to everyone  ? The answer to this will allow you to know whether he's a bad/problematic fit for the company, or if he just dislikes and distrusts you. You can get this answer through informal talk with other colleagues.

  • Have you ever given him signals that his behaviour is not acceptable  ? If not, he might feel you are okay with the way he acts.

Step 2  : Talk with him.

Depending on the step 1 answers, several courses of action are open. Overall, if he just did not understand how workplace relationships are supposed to go, this will stop the escalation.

If he is actively hostile towards you, he will either decline the 1-toon-1 meeting, or make it bad enough for you to be certain that the problem needs to be escalated.

Step 3  : Talk with your boss about what you can do.

This will ensure you have not let a problematic situation go unnoticed. When the management has knowledge of an issue, they can take action. Ask for advice on how to handle the situation. Your boss could either give you excellent advice, or could say he will handle it himself.

If the advice given by the boss is low-quality, or if he just refuses to get involved, you have to go to step 4  ...

Step 4  : Fill a formal request (according to company-specific guidelines).

Complain to your management and HR about the person. This will break any possibility of cooperating with him in the future, and is very close to a request-for-firing. This should be a last-resort option, especially because you're engaging your credibility in the balance. Be careful, however  : this can boil down to asking the management/HR to choose between you and him, so you should ensure that you are in a favourable position before going to that extent.

I would take a step-by-step escalation approach. (Edit : I believe the best protection is to solve the problem and communicate about it).

Step 1  : Analyse the situation.

  • Is he intentionally rude, or is he just not used to a workplace relationship  ? He might just not be used to working, as you mentioned he is a new hire. A simple 1-to-1 explanation of what is correct and what is not could go a long way.

  • Is he rude only to you, or to everyone  ? The answer to this will allow you to know whether he's a bad/problematic fit for the company, or if he just dislikes and distrusts you. You can get this answer through informal talk with other colleagues.

  • Have you ever given him signals that his behaviour is not acceptable  ? If not, he might feel you are okay with the way he acts.

Step 2  : Talk with him.

Depending on the step 1 answers, several courses of action are open. Overall, if he just did not understand how workplace relationships are supposed to go, this will stop the escalation.

If he is actively hostile towards you, he will either decline the 1-to-1 meeting, or make it bad enough for you to be certain that the problem needs to be escalated.

Step 3  : Talk with your boss about what you can do.

This will ensure you have not let a problematic situation go unnoticed. When the management has knowledge of an issue, they can take action. Ask for advice on how to handle the situation. Your boss could either give you excellent advice, or could say he will handle it himself.

If the advice given by the boss is low-quality, or if he just refuses to get involved, you have to go to step 4  ...

Step 4  : Fill a formal request (according to company-specific guidelines).

Complain to your management and HR about the person. This will break any possibility of cooperating with him in the future, and is very close to a request-for-firing. This should be a last-resort option, especially because you're engaging your credibility in the balance. Be careful, however  : this can boil down to asking the management/HR to choose between you and him, so you should ensure that you are in a favourable position before going to that extent.

I would take a step-by-step escalation approach. (I believe the best protection is to solve the problem and communicate about it.)

Step 1: Analyse the situation.

  • Is he intentionally rude, or is he just not used to a workplace relationship? He might just not be used to working, as you mentioned he is a new hire. A simple 1-on-1 explanation of what is correct and what is not could go a long way.

  • Is he rude only to you, or to everyone? The answer to this will allow you to know whether he's a bad/problematic fit for the company, or if he just dislikes and distrusts you. You can get this answer through informal talk with other colleagues.

  • Have you ever given him signals that his behaviour is not acceptable? If not, he might feel you are okay with the way he acts.

Step 2: Talk with him.

Depending on the step 1 answers, several courses of action are open. Overall, if he just did not understand how workplace relationships are supposed to go, this will stop the escalation.

If he is actively hostile towards you, he will either decline the 1-on-1 meeting, or make it bad enough for you to be certain that the problem needs to be escalated.

Step 3: Talk with your boss about what you can do.

This will ensure you have not let a problematic situation go unnoticed. When the management has knowledge of an issue, they can take action. Ask for advice on how to handle the situation. Your boss could either give you excellent advice, or could say he will handle it himself.

If the advice given by the boss is low-quality, or if he just refuses to get involved, you have to go to step 4...

Step 4: Fill a formal request (according to company-specific guidelines).

Complain to your management and HR about the person. This will break any possibility of cooperating with him in the future, and is very close to a request-for-firing. This should be a last-resort option, especially because you're engaging your credibility in the balance. Be careful, however: this can boil down to asking the management/HR to choose between you and him, so you should ensure that you are in a favourable position before going to that extent.

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Thalantas
Thalantas
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I would take a step-by-step escalation approach. (Edit : I believe the best protection is to solve the problem and communicate about it).

Step 1 : Analyse the situation.

  • Is he intentionally rude, or is he just not used to a workplace relationship ? He might just not be used to working, as you mentioned he is a new hire. A simple 1-to-1 explanation of what is correct and what is not could go a long way.

  • Is he rude only to you, or to everyone ? The answer to this will allow you to know whether he's a bad/problematic fit for the company, or if he just dislikes and distrusts you. You can get this answer through informal talk with other colleagues.

  • Have you ever given him signals that his behaviour is not acceptable ? If not, he might feel you are okay with the way he acts.

Step 2 : Talk with him.

Depending on the step 1 answers, several courses of action are open. Overall, if he just did not understand how workplace relationships are supposed to go, this will stop the escalation.

If he is actively hostile towards you, he will either decline the 1-to-1 meeting, or make it bad enough for you to be certain that the problem needs to be escalated.

Step 3 : Talk with your boss about what you can do.

This will ensure you have not let a problematic situation go unnoticed. When the management has knowledge of an issue, they can take action. Ask for advice on how to handle the situation. Your boss could either give you excellent advice, or could say he will handle it himself.

If the advice given by the boss is low-quality, or if he just refuses to get involved, you have to go to step 4 ...

Step 4 : Fill a formal request (according to company-specific guidelines).

Complain to your management and HR about the person. This will break any possibility of cooperating with him in the future, and is very close to a request-for-firing. This should be a last-resort option, especially because you're engaging your credibility in the balance. Be careful, however : this can boil down to asking the management/HR to choose between you and him, so you should ensure that you are in a favourable position before going to that extent.