I was informed last week our new Director is looking to restructure staff in the building. While I was not given the impression I would be restructured out of a job, I was given the distinct impression four of the world’s worst employees may be coming to my department.
Under most circumstances I would take this as my opportunity to try and mold better employees; however, I have watched 3 of the 4 be totally inept at their job and refuse opportunities or interventions to correct this, be allowed to single-handedly cause the downfall of new ideas and ideals they did not agree with (whether it was good for the customer or not), be rude to customers, create and disseminate gossip that makes the entire organization look bad, etc.
In short, they have been her over 20 years with no real fruit–but are considered “the face of the organization” to many of its long-time customers–and I have such toxic relationships with all of them that I don’t think I am capable of being an adequate supervisor to them.
If I’m getting four new people, what I’d like to be able to do is interview the 4 as well as other outside candidates and choose the ones who are the best fit for my department. How should I go about expressing this without my disdain for the employees being front and center?
Here is how our T.A.P. experts answered this question:
Q#343 I’d be up front w/director and tell that you don’t get along & don’t think it benefits org. Worth a try. (@beneubanks)
Q#343 Compliment 4 u 2 get these employees; u can manage them into better perf or out of company; ur choice. (@juliaerickson)
Q#343 While interviews would be a reasonable request, if the restructure is for financial reasons, you may not get far. (@gradversity)
Q#343 A strong manager is one who can mold and motivate. Oppty. for u 2 use ur talents for cohesive dept. (@DebraWheatman)
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