About Michael S. Pollard Expertise I can answer questions pertaining to supervisory management, personal productivity, delegation, motivation, leadership development, coaching and counseling. I can also respond to organizational communications and training issues.
Experience 22 years as a Human Resources Generalist, Training Director and Management Consultant. Also performed as a Leadership Development Specialist
Organizations SHRM, ASTD
Publications Orlando Sentinel
Education/Credentials BS in Business Management
Greater Orlando Leadership Foundation
Question Dear Michael,
I supervise an office that deals with social services/mental health clients. Morale is declining rapidly, and from my point of view, it comes mainly from one person. I will call her Lori.Lori is a manipulative bully. Our director, my supervisor, treats her like a little child to be coddled because she's "insecure". Lori continually bad-mouths other employees rather than trying to deal with her (perceived) personal problems with their differences. I am usually a very calm and level-headed person, but I fear I'm losing control of the situation because I'm so angry with her and truly beginning to seriously dislike her. Today, I walked in to a conversation she was leading with her co-workers regarding how the new therapist was a real b_ _ ch(!) - because she asked for some office supplies. It was this new lady's first day!! I have spoken with her formally three times regarding negativity toward other employees. She always has a target, which usually changes from week to week, but some co-workers are perpetual targets. I have taken complaints about Lori from other employees but mostly they are afraid of her "power" and do not wish to be the new target. One of her closest co-workers began crying when making a complaint to me about Lori because she was so afraid Lori would find out where the complaint came from. I have spoken with my supervisor about this and she always points out Lori's good qualities to me; although, she does somewhat recognize her negative patterns. Lori allies with negative people and they feed off of each other's complaining and putting down the agency and whoever is the target of the week. There are only a few of them (thankfully!), however, that's enough to perpetuate the misery of the entire office because those few have the loudest mouths. Lori is a diligent, hard-working person and I value that quality in her. It just doesn't feel worth it anymore to have her around. Often, I feel like quitting because I don't want to be her supervisor anymore. She doesn't at all show her true colors around upper management. Whenever she is called on the carpet, it's just "poor little me, I was just trying to help", or otherwise blatant lying - and they buy right into it! I feel at the end of my rope. I do not wish to continue working in this negative environment, which used to be very supportive and positive before she came along.
Margie
Answer Margie,
This is a problem that has many issues. First, you need to obtain, from your manager, the level of authority you have to discipline Lori. Try to go back and journal specific issues you have had with her for the past month. Document attitudes, conversations, back-stabbing, along with all of the complaints from other co-workers and take them to your manager. Take a few people with you so it does not appear that you are biased against Lori. Let your manager know that this is getting to the breaking point and something real has to be done. Some managers are so overloaded that they always choose the course of least resistance which would be to do nothing. Maybe it is time for you to force the issue. Make sure that your HR department receives a copy of the file that you take to your manager.
Consult HR to determine whether progressive discipline is warranted. Try your best not to let her have the upper hand, and do not allow her to bully you out of your job. Just think of what would happen if you left. She might end up in your supervisory position.
The only way to get to the bottom of this is through proper documentation. We use a tool that we call a feedback log. If you would like to e-mail me, I can send you a copy of the log so you can keep track of her behaviors. I can be contacted at m.pollard@seminolecountyfl.gov. Also, try to determine if her attitude is impacting productivity. You say that morale is low. Make sure that this is reflected in your report to your manager based on facts, not opinions.
Again, you have to stand up for yourself in this one. Your other employees will appreciate you for it. Let me know if I can be of further help.
