AboutPankaj Bhargava Expertise Questions related to choice of career, inter-personal issues at the workplace, performance management issues, structure issues, compensation structuring issues, culture building issues, linking HR with org. strategy
Experience 17 years in HR and Org. Development, designing & facilitating interventions, leading an HR team of an Indian multinational
Publications HR magazine of TISS (an HR institute of repute - Tata Institute of Social Sciences)
Education/Credentials B. Tech (Chemical Engineering) from IIT Mumbai (one of the most reputed engineering school in India) and PGDM (MBA) from IIM Kolkata (one of the most reputed management institutes in India).
Awards and Honors Was awarded the Gold Medal for excellence in HR by the Bengal Chamber of Commerce at IIM
Question I work in a legal setting in the document production area to handle in-house print/scan jobs. We do have a company that handles jobs that may require larger productions. Jim has been with the company for many years and he has built a personal relationship with many of the bosses. Jim's reputation is well known and he has been called to the carpet before about gossiping, and the inability to use the technology provided; and the constant complications with every assignment. As a matter of fact, he feels that he does not have to follow the rules and regulations like the other employees. My direct supervisor tells me that they have went to upper management and his bosses, but I should just report to him (my supervisor) and learn not to let this person effect me negatively.
I have been apart of this company for five years and I worked in a capacity where I dealt with all types of personalities, but this person is above reproach. The former employee's position that I am presently in was fired and the difficult co-worker was once the administrator, left the company and came back under the business sector. He seems to harp on what the former person used to do. When I try to gain understanding or ask questions, he says "figure it out."
Jim even told me that he had a reputation for being difficult, and he said that he was just a perfectionist. I have done several other jobs for many other associates and I have not ran into the vast amount of confusion that I have had with Jim on such assignments.
I am looking inward and taking the time to reflect on my behavior, so that I may deal with this issue more tactfully. My supervisor has let me know that the former employee that was fired experienced many of the same issues with this same individual. Jim has a bullies' mentality.
I recognize that I cannot change his behavior, but I must change my own and not become sucked into this game.
I recognize that I feel demeaned and degraded by this person's attitude and tactless personality. What I want to know is do you have any advice as to how I can deal with Jim?
The problem is that he is unable to do the most simplistic task at hand and it impedes other assignments.
Answer Dear Mary
First of all let me acknowledge you for recognizing that you will need to look at what you can change rather than focusing on how to change Jim.
Before I share any thoughts on what you need to do, I would like to understand the following aspects:
a. Who does Jim report to?
b. What is the work related interaction that you need to do with him? Is he your internal customer?
c. From the way you are describing, the issue seems to be an old one with him. Is that so? If it is, what from your perception has hindered in his being given feedback or being removed from his job?
d. What would happen if you stop interacting with him (i.e. ignore him) as your supervisor has recommended? (i.e. how would it impact you, your work or the company?)
Once you revert on these, we can discuss the next steps of dealing with the issue at hand. I look forward to your response.
