Disrespectful Employee

I hardly know what to say. I come from a time where disrespect wasn't tolerated under any circumstances. I will tell you right now, you will never see her respect and I don't honestly know how to correct this attitude unless you let her go and hire someone more suitable.

Tick

Follow all the rules but fire her as quickly as possible. This will spread to other employees quicker than the swine flu.

I understand that this person did make a disrespectful comment, however, I feel you two are a little quick at jumping on the " fire" train. I did speak with her today and discussed her comment. I explained that I was not asking her to do anything outside her responsibilities and do not expect a response like that in the future. I guess we will see.

Well you should make record of this incident and you had a talk w/ her.
In the future record all incidents and start a paper trail and in time you will have enough to start the exit program if and when you need to do so.

Ok, first of all, in your opinion, is she an asset to your business? If so, you need to get her butt into your office and be very firm with her about her attitude. If she doesn't see the point there, release her on the spot. I've been in the management field long enough to know what to do. Now, sometimes business is business, separate yourself from this personally, if she is productive and you don't give her the chance to turn over a new leaf, you mine as well be biting off your nose to spite your face so to say. Managing people does not mean to get rid of them as soon as they show signs of disrespect, it means you manage them, sometimes like you would a child. I know, but it goes with the job title. On the other hand, if her performance does not meet to standards, release her now. Keep me posted.

You did post a problem with an employee and outlined it quite well, it was completely understandable, and you did get feedback,however, I don't think I jumped on the 'fire train' or anyone else for that matter. We had reactions to your query and gave our opinions.

Krazi has good advice, document everything this employee does, or says, not necessarily so you have a case against her but to make others understand somewhere down the line that you did have a problem with her insubordination.

Tick

http://www.askmehelpdesk.com/managem...ee-302503.html



I just found a past post from you and it seems you have a serious case of insubordination amung the ranks of your employees. I believe its time to have a "tailgate". This is where you take 15 minutes of time to meet w/ all employees in each location [ as a group ] and let them know that you have a concern with insubordination and total lack of respect. Tell them if it presist that such actions will be taken and that they need to decide if its worth losing a steady check. Tell them that is all and walk out.

Young and new doesn't deserve disrespect and insubordination, but in fact they [the employees] can offer their opinion or advice that reflected from past management or from their own experience....but to do so in private and in turn as manager he needs to be open minded to such positive advice.




Excellent source of how to deal with bullies/disrespectful employees
How to identify one...
When to confront.... [sooner,not later]
What type of force action to be used....
Create your own policy for a civilized workplace...
Screening for bullies during recruitment....
http://www.bnet.com/2403-13059_23-242687.html

Well, there are a number of people here who have provided you with different ideas. I think there is value in all of them. Since none of us really see your total situation, you need to assess what fits and what doesn't. I have a few thoughts for you.
First - it ain't age. Since you feel that it is, that may be affecting how you are treating your employees. I have managed many people decades older than I (not anymore since the world is running out of people decades older than I). How you approach them will make or break you.
Second - No matter what HR and some of those other experts tell you, a manager should not and does not punch a timeclock. His (or her) "specific tasks" should be to manage his organization to get optimal results from the company. Detailed job descriptions, particularly when used to admonish a supervisory employee, do far more harm than good. (But, you work through that to live with your HR people, depending on the strength that they have in your company).
Third - You say people up the chain are impressed with you. That's good - you've learned how to kiss (terrible, but we all had to do it). But, that's not the same skills required to manage your people and get them to want to produce for you.
Fourth - Slavery has been outlawed! And people know it. There are plenty of bad managers out there who treat employees as if they are slaves. This works for awhile; the employees won't be happy, but you can make them do their jobs to a degree, particularly in this environment with a disasterous economy. They'll undermine you any chance that they get.
Fifth - Assuming that you are male and are having trouble with a female, there are a lot of issues there. While some of those things can get really messy, take some heart in that it is in general tougher for females to manage other females than it is for males to manage females.
My best guess is that you are a bit dictatorial and piss people off and you get riled easy. If an employee is "disrespectful" to you, analyze what that means. Most of the time you can just laugh it off and everyone will forget that it happened except to think of what a cool guy you are. If it is truly a major personal attack and you made a hiring mistake - or are stuck with one that your predessor made, deal with it and get rid of the problem. But, I don't think this is the situation you are in. You need help in understanding how to motivate people.
I hope this helps and good luck.