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SpringChick | How do I handle this employee? |
One of my hard-working employees tends to constantly come to me just to tell me trivial things. On average, she will come to my desk 10-15 times a day and it usually starts with “I just wanted to let you know…” I’m a very open door kind of boss and I haven’t said anything to her because once it a while it is something important and don’t want her to feel as if she can’t communicate with me. Although these constant interruptions can get annoying and it does disrupt my train of thought. She is also a very sensitive person who tends to over analyze the most minuet situations.
For example: Before I could get to my desk this morning, she came just to show me a large project another person gave her. I must have given her a weird look because she said “Am I bothering you?” I replied “No, it’s just that I barely walked in the door”. Now she keeps sending me e-mails instead of calling or coming to me - which I like but it’s obvious she is bothered.
How should I explain to her that I’d rather her try to come to me when it is only something important? I have 20 employees and she is the only one who does this. |
 |
 
JS
|
Let this employee know that you view them as hard working. If she is coming to you for approval and you trust her decisions....express that you are now empowering her to make some of these decisions. In other situations you could ask her how she thinks it should be handled. That way she will learn that she should not present a problem without a few ideas for solutions. After a few of these instances you can let her realize that there are many of these "problems" that can be solved on her own. Chances are she has had less understanding or less trusting bosses than you and only wants to do well. If she knows she is trusted and makes competent decisions let her know that she is now expected to do so without coming to you all the time. Present it as empowering her, not as asking her to leave you alone. You can turn this into growth for your employee, which is what a good manager should do. You could also schedule weekly one-on-one with your employee and ask them to make notes throughout the week. One on one meetings should be driven by the employee, it is their time to present problems and concerns. Good luck! |
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Mamma Angie
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I love that you have an open door policy however I feel your pain with an employee how wants to report everything to you. I worked for many years in a big office and was the one everyone came to.. ( don't miss it ) The best thing you can do is listen and when she is done ask her if this is something she feels like she can handle? Make her the one to make the decisions, let her know that you are really swamped and if its something that she can deal with you fell comfortable letting her. It will give her a bit of confidence cause she obviously is set out to please you, and then let her know on anything that is not really pressing you would like to place her in charge of handling the situation, and all those that arise in the future. Hope this helps. |
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botygy
 |
The best defense is often a good offense. Make it a point to go to her once a day, to her and to everyone, just to check in, to say good day and to ask what's going on. |
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short2stuff1922
|
First of all, she is a person who is probably experience lack of friendship. She probably is also trying to communicate more with you so that maybe other employees can she has a good "boss-employee" relationship. This is where if she keeps talking to you and going to you constantly then the others will think that she is a favorite employee or she is doing an important job or proyect that maybe she may "look important" above the rest of the employees.
Call her to your office but do this later in the morning or in the afternoon. Tell here that you don't mind her communicating with you, but she should give you space so that you my do your job. Let her know that your job is important and that you have many things to do and time is presious in the job. Also, let her know that the internet in the office or on the job is for that for the job and she should not write e-mails unless it is related to the job and is an e-mail to another company or to a person who has to call your office.
I was a supervisor once, and I had in one shift up to 75 employees. I was a supervisor on rout for a security company. I had guards(employees) on my shift that were in a way like this, and a couple who were constantly out of line. But I did talk to them and set the line. In one case to one who would always report late to her post, I did have to be strong. You talk to her and if she feels bad or upset then she has a psycological problem that needs to be attended to. A therapist could talk to her. But first you express in a nice way about time on the job being presious, the use of the internet for only buisness purposes and that your time is valuable and that you have many things to do and on agent to attend. If this fails or she does not understand, then suggest an appointment with a therapist if your company has one or an adivisor. Best of wishes. |
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shortnweird
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My mom has the exact same problem with one of her employees. In her situation it's better for productivity if she just lets the woman tell her story and get it off of her chest. But she's found that moving her office to a more secluded part of the office away from high traffic areas like the break room and entry helps keep her from getting distracted by finding new people to tell her story to. |
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Tina
 |
My husband owns a restaurant and used to complain about this constantly. His workers "bothering" him with the tiniest of situations and he was going crazy trying to keep up with all of the little things that they could do by themselves. Good thing it's only one person doing this in your business, right?!
He is greek and doesn't communicate well with employees without coming off abrasive so I simply went in and held a meeting for EVERYONE. Even though everyone wasn't doing it, it still saved me from pointing fingers and making the employees who were doing it from feeling badly or like their jobs were being threatened when they were not.
I told them in the meeting that "Mr. K is very tired, and overworked. I'd appreciate it if everyone could try a little harder to take initiative for themselves and work through small issues. If it's not so important then he doesn't need to know about it. But, if it feels wrong then it probably is and feel free to clue him in. Otherwise, let him be."
It seemed to work because he no longer complains about it. Maybe you could try holding an employee meeting and just telling them all that this is an issue, but you appreciate that they are trying to be the best employees they can be.
I also own a business and have done the same little speech in a meeting.
Good luck!! |
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naula
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I think asking her to (or in this case she has taken the initiative) to send emails is a good start. I learned a while ago about personality types and that you need to appreciate and work w/ personalities rather than try to change them .
Think about her and how she views the world to determine the best way to not offend. Does she crave reassurance, somone to vent to, maybe she's an idea bouncer who needs to tak things out rather than keep them in her head (that last one is me)
For ex you could suggest with the next email that she come to see you at a specific time to discuss all of her conscerns - show openness but that you need to address things in order. After you meet explain 'this was good' because you could fully focus on her conscens that otherwise might not have gotten your full attention.
By asking her to request a meeting time, even informally, she'll probably consider if the item is really worth the trouble and hopefully do it less often over time. |
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donniedarko
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Why don't you set up a meeting time with her. Explain that you are glad that she is so open with you, but sometimes you forget what the problem/issue was because you are busy with other things. Ask her to write down the things that she wanted to "let you know" and plan a 15 minute window for her to come visit with you in the afternoon. Tell her that it would be very helpful to you from an organization standpoint. |
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Alan T
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An open door is good but can be abused. Buy any books by Chet Holmes and use his "Got a Minute" program. Gotaminutes can kill a good portion of your day and you will be very pleased with how this strategy eliminates questions that can ususally be worked out by employees if left to themseves and not having you as an easy touch.
www.wmeu.org - for free business books |
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athomas4224
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You need to sit down with your employee and let her know that you respect the fact that she values your opinion, but you trust her judgement and decision making skills. Let her know that you would like her to try to make more decisions on her own. Also, let her know that when she is dealing with big issues, she still needs to come to you(if that is what you want her to do). At the end of the conversation, let her know that if she is uncomfortable with an issue/decision, she is still more then welcome to come to you, but you would like to she her take more initiative. Make sure that you ask her if she is comfortable taking on this "task". If she answers anything but yes, listen to what her response is, she may be the type of person who can not make a minor decision on her own. If this is the case, you may want to have a valued employee be her contact for these issues, so it will take the interuptions away from you. |
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Babolat
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I think the only way is to do it openly and directly. There is no easy way to do this so invite her to lunch or coffee and tell her how you feel in a very open manner using examples so she can understand what you are telling her.
Good luck. |
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