The Case of the Unproductive Employee
As the Director of Student Programs and Engagement, you are responsible for supervising six other employees . It's your second year on the job and you're feeling more and more comfortable with the responsibilities you've been given . You were blessed to have a pretty strong team to supervise and you all get along pretty well . The only weak spot in the team is your coordinator for Intramurals, Kimiko .
Kimiko has a great attitude and genuinely loves the work she does, but there are some things she just doesn't seem to "get ." She is regularly late with her monthly reports, she oftentimes loses receipts for the supplies that she buys, she's not usually on time for meetings, and on more than one occasion you've needed to confront her lack of professional boundaries with student employees . She is always apologetic when you talk to her about these things and she promises to change, but there hasn't been much improvement in the last year .
Things have gotten to the point that you feel it is time to "let Kimiko go" and find a new Coordinator . When you speak to your supervisor about her, he disagrees with you and says it's your job as Kimiko's supervisor to help her grow in these areas . When you try to explain all the work you've done investing in her, it becomes apparent that you're probably not going to win this discussion .
This is your first major discussion with your supervisor on evaluating talent and you want him to have confidence in your ability to supervise well . If you help Kimiko improve, it may make your evaluation of her seem premature and wrong . On the other hand, if you don't help Kimiko get better, you're going to be stuck with her problematic behavior for at least another year .
> What would you do?
I would help her. That is your job. You shouldn't be worried what your coordinator will think about you helping her to make her better. She needs to help out this girl to get better because like people say you are only as strong as your weakest link. You have to show you deserve the upgrade and can handle it. If she doesn't want to help the girl anymore then she probably shouldn't have the job.
ReplyDeleteWell if it's your job to help her you should probably do that. It's really actually kind of your fault she isn't doing a good job because your the one that's supposed to teach her to do her job well. If you she doesn't improve her work I would say that it is probably time to let her go.
ReplyDeleteI would help her. We all have some flaws and hers were stated above. I would try to work with her as much as I can until she isn't a weak link and an equal. Plus, as a manager it's a job of my own to help not only myself but others succeed. In the end it will be a win, win situation. She is a great employee and I have an amazing team.
ReplyDeleteIf its your job to help her then you should help her as much as you can. Its basically your fault that she isn't doing a good job because you are suppose to help her and teach her so she can do her job well. If she doesn't improve at her work anytime soon they are going to have to let her go.
ReplyDeleteI would help her, but not let her go easily. I would sit her down and make sure she knows that it's serious. I would tell her that she gets three more strikes and then she'll get a suspension from her position. She'd have to earn her way back to the position. Since she likes her job she'll strive harder and if she doesn't then she really doesn't want it. I wouldn't want someone to give up on me so I won't do that to her. All I could do at that moment would be to talk to her and help her as much as I can.
ReplyDeleteIf it if your job to help her then you should do that. I would just sit down and talk to her about how she needs you start getting on top of things a little bit more. She would have to earn her spot back and make sure hat she knew what she was doing before i fully trused her again.
ReplyDeleteI would help her because then she can get better and it would be good for me to help because then the boss could see your kindness and leadership in helping the ones who don't do as good of job as you and you will get rewarded for helping.
ReplyDeleteI would help her see what she needs to improve on. Help her in those areas and help her improve in the way that she works. Then maybe she will be able to see the errors of her ways before I helped her.
ReplyDeleteI would help her because then she can get better and it would be good for me to help because then the boss could see your kindness and leadership. Then I would just sit down and talk to her about how she needs you start getting on top of things a little bit more. She would have to earn her spot back and make sure hat she knew what she was doing before i fully trussed her again.
ReplyDeleteI would tell her that if she doesn't meet the requirements in the next month that there will be an evaluation of her performances and that if she doesn’t change her ways she may be cut from her position. If she does improve then see will keep her position but she will have to maintain her good work. If she doesn’t then she will face the consequences and may be fired. I would help her to with her skills but she must help herself.
ReplyDeleteI would tell her its just the right thing to help people and you'd so leadership and caring/kindness that if she doesn't meet the requirements in the next month that there will be an evaluation of her performances and that if she doesn’t change her ways she may be cut from her position it he improves and starts to meet the requirements but she would have to be consistent or else she would lose her position
ReplyDeleteI would say she must be like everyone else and meet the requierments. Some day she will be good enough like the others if she has the dedication to stay positive and keep trying. If she was truely passionate about this she would never give up
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