A reader writes:
What do I do a couple of staffer who has a historical past of non-public drama and blurring skilled boundaries who’s about to be added to the division I handle? In accordance with quite a few folks I do know who’ve labored with “Lee” over the previous couple of years, whereas Lee is okay at their fundamental day-to-day job obligations, they’re a bringer of discord on a private stage wherever they go.
A 12 months and a half in the past, they had been let go from a supervisory place inside one other group for sexual harassment. Lee is late 30s and their former office had quite a lot of younger 20-somethings simply studying skilled norms. Apparently, Lee usually invited these coworkers out to pub trivia and different social gatherings outdoors of labor. As their supervisor, Lee gave many of those staffers weekends off (not the norm for these positions in our business), made some positions full-time that had been historically part-time, and ignored and even inspired some common bratty conduct amongst their employees. In accordance with a number of colleagues I do know from this group, Lee actually mismanaged their staffers, creating long-lasting institutional issues. Finally one of many younger workers met with administration, mentioned that Lee had made some feedback that made them uncomfortable, which led to realizations that the issues prolonged properly past one or two ill-chosen remarks. Earlier than Lee might be formally fired for sexual harassment (it was going to occur), they landed themselves a place inside my group, which didn’t trouble to name references or verify in with their former employer.
I’ve now been knowledgeable that Lee is being moved to my division. Apparently there have been “points” inside their present one. It appears Lee invited coworkers out to socialize after hours and certainly one of their companions (they’re in a polyamorous relationship) ended up hooking up with the accomplice of a coworker. The coworker and their accomplice initially broke up, then obtained again collectively. That staffer is understandably lower than comfy round Lee, however apparently many of the different folks in that division have thrown their palms up about having Lee and their private drama within the constructing. It appears Lee simply retains blurring these boundaries between work and private life wherever they go and has a knack for stirring up drama. Slightly than cope with any of those points head-on, higher admin has determined it’s finest for everybody in the event that they merely transfer Lee.
My division has a extremely good group of staffers, we work properly collectively, and I don’t wish to see issues thrown into dysfunction. What ought to I do? Converse to higher admin and inform them Lee is chaos we don’t need? Fairly positive they don’t care and can park Lee right here it doesn’t matter what. Warn all my workers forward of time, saying, “I can’t let you know what to do together with your free time, however if you happen to socialize with Lee and their mates after hours, you’ll be sorry”? Lee technically wouldn’t be supervising anybody in my division, however they might be mid-level relatively than entry-level, which implies that they might be senior to our youthful employees. How do I deal with this case?
Properly, you may attempt pushing again on the position of Lee in your division. Who is aware of, if you happen to lay out your issues (Lee created long-lasting institutional issues at one other group, was on the verge of being fired for harassment once they give up, and apparently brought about issues in your group as properly), it’s attainable that you just’ll get some traction.
But when that doesn’t work … then congratulations, you get to be the one who manages Lee! For now, at the least. And I feel it may be accomplished if you happen to hold a watch out for issues and are assertive about addressing them shortly and immediately. If something, you’re forward of the sport in comparison with their final supervisor, since you already know the historical past and you already know what to look at for, and so that you’re prone to spot issues quicker and be capable to act extra swiftly. That’s a giant benefit. (Talking of which, discuss to the one who’s been managing Lee and discover out if there have been issues past the relationship drama in order that you already know precisely what that you must be watching out for.)
As for the chance of your workforce being thrown into dysfunction, it feels like there have been two large issues with Lee at their final group: they had been a horrible and unfair supervisor, they usually had been harassing folks. They’re not going to be managing folks in your workforce, in order that cuts out an enormous chunk of what went incorrect beforehand. On their historical past of harassment, this can be a good time to overview together with your workforce what harassment is and the best way to report it, to ensure folks really feel secure doing that, and to make a degree of watching issues intently and checking in with folks about how the whole lot goes.
I might avoid warning your present workers to not socialize with Lee after-hours. It’s undoubtedly good recommendation, however it’s overstepping for a supervisor to do this, and it’s additionally not honest to Lee to come back onto a brand new workforce the place their supervisor has already warned folks to keep away from them.
However what you may and may do is to speak to Lee once they first arrive concerning the tradition in your workforce and your expectations for the way everybody will conduct themselves. After which it is best to hold a very shut eye on how they function. When you see something that appears off to you, tackle it instantly — naming what you noticed, why it’s an issue, and what Lee must do as a substitute.
Once more, you’ve a bonus as a result of you already know the historical past; with a brand new worker who was an unknown amount, you’d be extra prone to prolong extra grace over seemingly small issues and probably second-guess your self about whether or not one thing was actually an issue or not. With Lee, you already know what you’re anticipating, and also you’ll know to handle it immediately relatively than ready and observing the way in which you would possibly do in any other case. You possibly can hold them on a brief leash from the start, which could short-circuit issues earlier than they develop — and can allow you to act decisively if it seems that you must.
Mainly, embrace and use your authority to say, “Not on my watch.”
