23

While there seem to be a whole bunch of variables that may possibly contribute to the problem, the heart of the matter seems to be this: You made a request in a professional way for your coworker to stop using the space you two share for prolonged meetings. This request isn't being taken seriously by her, but more importantly, it's not being taken seriously ...


21

Let's start with this is why people should not date coworkers ever especially not senior managers when you are not at the same level. This is complicating your situation as people around you have probably felt for sometime that you get special treatment even if you don't think so. No one I have known in this situation has ever thought the relationship was ...


13

Something you need to remember is that in an office environment people will end up working/talking at other people desks for an extended period of time frequently. This is something that will happen no matter where you work so you will have to get used to and and learn how to adapt. In fact in some places the building can make it worse as the acoustics can ...


13

Well, let's start of with the obligatory HR IS NOT YOUR FRIEND Going to HR is the nuclear option, as it then becomes an official company action where the behaviors of all people involved, including that of your partner can and will be examined with a high degree of scrutiny. The results of which you may not be happy with. Avoid this if at all possible. ...


10

Here's what I get from your question: 1) Your coworker was being very noisy, but doing so in the context of business, and it was bothering you. 2) You asked your coworker to use a conference room because their conversation was distracting you. 3) Now, not only does that coworker hate your guts, but so does everyone else at the company. This simply does ...


9

It sounds like you did not ask your office mate first. To her you went over her head before going to your boss. Your boss saying "I hope you don't mind me being in here talking to her" is not helping things. If he was respecting you it would be more like "This should be brief". You might have laid it on a little thick when you said it included him. ...


8

So here's the deal. I could have written this exact post from my own personal experience in a nearly identical situation. You are likely working with a group that has a very different expectation around group dynamics than you do and that is going to raise a lot of friction if you don't address it. Which it seems it has. As a technical person (and given ...


7

Ideally you will want to avoid making the discussion directly about the IT director - it's more likely to come off as a personal attack on him that way. Instead you want to discuss the issues affecting the operation of the department and the negative affects they have on the business. It's not only more professional that way but also more likely to get ...


6

When dealing with higher ups I've learned some do's and don'ts. Unfortunately, I did not have this site at the time as my resource and I learned through experience. Which I wish I did not :-( I am hoping you can avoid some of my pitfalls. Since this can be a lenghty post, I'll just try to give additional points on the one that I took to heart. These are a ...


4

My feeling is that all this is just smoke and mirrors, you just created the group for the gallery but you just don't accept being challenged, you just want to hear positive feedback. Any advice or suggestions? You have a right to your opinion, but sharing it "vocally" and "assertively" isn't always appreciated in every corporate setting. The ...


3

I always had a policy of "Don't bring me a problem unless you already have a solution". It's a polite way of saying "do your job" without saying it. It also creates a solutions-oriented mindset. If you tell the team lead to only bring complaints when he has solutions, he'll be in a more positive track. Team lead is a sticky situation because the ...


2

This situation is highly frustrating and I've been in a company that acted like that. My insight was: The proxy group was genuinly concerned with the wellbeing of employees and rised concerns to the managers Each and every manager was so convinced that whatever they did was the best solution for the company. Their only concern is profit. They perceived the ...


2

I think I am probably being too naive (and/or too black and white) but my mind works like this: If you create a group that should raise employees concerns and feedback then you should be able to digest that feedback. My feeling is that all this is just smoke and mirrors, you just created the group for the gallery but you just don't accept being challenged, ...


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