A reader writes:
What do I do a couple of staffer who has a historical past of private drama and blurring skilled boundaries who’s about to be added to the division I handle? In line 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 primary day-to-day job obligations, they’re a bringer of discord on a private degree wherever they go.
A yr 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 lots of younger 20-somethings simply studying skilled norms. Apparently, Lee typically 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 trade), made some positions full-time that had been historically part-time, and ignored and even inspired some normal bratty conduct amongst their staff. In line with a number of colleagues I do know from this group, Lee really mismanaged their staffers, creating long-lasting institutional issues. Ultimately 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 effectively 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 examine 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 companion of a coworker. The coworker and their companion initially broke up, then obtained again collectively. That staffer is understandably lower than comfy round Lee, however apparently a lot 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. Reasonably than cope with any of those points head-on, higher admin has determined it’s greatest for everybody in the event that they merely transfer Lee.
My division has a very good group of staffers, we work effectively collectively, and I don’t wish to see issues thrown into dysfunction. What ought to I do? Communicate 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 employees forward of time, saying, “I can’t inform you 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 somewhat than entry-level, which signifies that they might be senior to our youthful staff. How do I deal with this example?
Effectively, you may strive pushing again on the location 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 stop, and apparently precipitated issues in your group as effectively), it’s doable that you simply’ll get some traction.
But when that doesn’t work … then congratulations, you get to be the one who manages Lee! For now, no less than. And I feel it may be accomplished if you happen to maintain an eye fixed out for issues and are assertive about addressing them rapidly 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 recognize what to look at for, and so that you’re more likely to spot issues quicker and be capable to act extra swiftly. That’s a giant benefit. (Talking of which, speak to the one that’s been managing Lee and discover out if there have been issues past the relationship drama in order that you recognize precisely what you have to be watching out for.)
As for the chance of your group being thrown into dysfunction, it appears 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 group, in order that cuts out an enormous chunk of what went flawed beforehand. On their historical past of harassment, this can be a good time to overview together with your group what harassment is and tips on how to report it, to verify folks really feel protected doing that, and to make a degree of watching issues intently and checking in with folks about how the whole lot goes.
I’d steer clear of warning your present employees to not socialize with Lee after-hours. It’s undoubtedly good recommendation, however it’s overstepping for a supervisor to try this, and it’s additionally not honest to Lee to come back onto a brand new group 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 group and your expectations for the way everybody will conduct themselves. After which it is best to maintain a very shut eye on how they function. For those who see something that appears off to you, handle it instantly — naming what you noticed, why it’s an issue, and what Lee must do as an alternative.
Once more, you’ve got a bonus as a result of you recognize the historical past; with a brand new worker who was an unknown amount, you’d be extra more likely to prolong extra grace over seemingly small issues and probably second-guess your self about whether or not one thing was really an issue or not. With Lee, you already know what you’re looking forward to, and also you’ll know to handle it straight away somewhat than ready and observing the best way you may do in any other case. You possibly can maintain 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 you have to.
Principally, embrace and use your authority to say, “Not on my watch.”