Our colleague is making us crazy (part 2 of 2)

 

In part I of the mini case study, we learned about this situation with Janet and Anne's request, on behalf of the team, that the Inspector, Samuel, to intervene. When we left the story, Samuel was considering how it would like to approach the situation.

Samuel reached out to a few of her peers to help him in the mean by the best approach with Janet. He admits that probably applies to the situation much earlier, but he was hoping that Janet would like to "settle in" and the group will work with each other.

His peers advice:

Samuel should deal with the situation quickly as it is already going on for too long and may appear to Janet that behavior is accepted.Discussions should focus on how to behave in a group and the processes, procedures and "ways of working" in General, which must be respected by all in the group.The Action Plan should be created to provide a list of actions that will be taken, the responsibility for taking action and timeline to do it.What happens if the changes do not appear, it should be clearly stated in the action plan (part of the).

Samuel did some homework of his own and learned:

Janet was not pulling its weight in the response to the client calls-much less talking to her than to others in your workgroup, because her phone was often busy.Of the seven complaints that had come over the last year, four of them were assigned to Janet.

Samuel scheduled a meeting the next day with Janet. He started the conversation with the statement that her colleagues felt like she was part of the team and found out that I do not want to be part of the team. He was also about her lack of performance and problems that she had with clients during the interview. He noted that and expected that Janet would be friends with her colleagues, she must learn to work with them and share the workload.  He also had a particular concern if you were Janet or problems that prevented her from working in the processes and procedures that were in the group. Janet had to share, but please note that it does not have to work under such conditions before. She was a bit overwhelmed by the group.

Time Samuel and Janet worked on an action plan that contains the following information:

To reach out to colleagues to establish better working relations with each of them.

Samuel will "make way" here by reaching out to others in the group to let them know that Janet will be reaching out to get more involved in support groups and efforts of her colleagues by knowing and allowing them to get to know her.

Janet will establish one meetings with colleagues to better understand them and so that they can get to know her.

Within 2 weeks, initially reach all associates.

Working with colleagues to coordinate:
Lunch, breaks and other times from your desk

Attend a 15-minute meeting in the morning, when the group is coordinated by the day.

Limitation of personal connections to periods of breaks/lunch and be susceptible to noise so as not to disturb co-workers.

To participate in the seminar online customer to reduce complaints.

Time during the day, coordinating with colleagues to be "disabled" phones. "

Additional conversation between Janet and Samuel led Samuel believe that Janet was the desire and motivation to improve the situation. Samuel left the meeting feeling confident that progress will be made. He also realized that some problem was on the shoulders of not dealing with the situation much earlier. Part of his will at least spending it onboarding day with each new employee, to make sure that they understand that the culture of the Group and to help them to fit in the group.

Question: what do you do in such a situation?

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