STAND ALONE NARRATIVE
Workplace Encounter
A training session was organized outside the office, specifically designed for the top management staff. However, a newly employed senior staff member, due to her closeness with the training organizer, managed to join the session without formal invitation or approval.
Following the training, the organizer was issued a query for failing to inform the new staff about the exclusive nature of the training and the caliber of participants it was meant for. In response, the organizer summoned the new staff, explained the importance and exclusivity of the training, and warned her not to attend such events again even if she received an informal invitation.
Rather than take the feedback professionally, the new staff walked out on the senior colleague mid-conversation. Later that day, after work hours, she called the woman on phone and spoke aggressively, warning her never to "try such nonsense again by telling her what to do and what not to do as she is not her child . She boasted about her influence, claiming she was well-backed by recommendations and could deal with her if she get in her way.
The next day, the senior staff reported the incident to her supervisor. Both parties were summoned. The supervisor issued a stern warning to the new staff and asked her to apologize. The supervisor also made it clear that failure to apologize could result in a formal query and possibly a reassignment to a remote location. The new staff eventually apologized and walked away.
From that point on, she ceased all communication with the senior staff. When asked by colleagues why she was keeping malice, she confidently stated that it was her personal decision and that nothing could make her greet or interact with the woman again.
Fast forward: a new training session was announced, this time for staff in the new staff cader only. The senior staff involved in the earlier conflict had the exclusive responsibility of selecting who would attend, with only 20% of the workforce eligible.
Ironically, the same new staff who had previously shown disrespect began trying to get the senior staff’s attention. She has been lobbying others to intercede on her behalf, hoping to be selected for the training.
Do you think the Senior staff should pick her? What is your view?
She should not be picked and she should not respond to her greeting until after the event is over...that is of she greets her oh....
If she is picked because is lobbying and apologises, there will be no lesson learnt at all...If you are the senior staff, please sure you lobby for her to be reassigned from that office cos she will be up to no good if she is not picked.
Isnt this what they call insubordination?
ReplyDeleteShe shouldn't be picked untill her colleagues in her level have gone for trainings thrice....
Why was she not sacked immediately? She should not be picked.
DeleteDon't pick her even if she's DJ.Cuppy.
DeleteNew staff carried her bad character to the office environment. She's a user. They only come around you when they want something from you. Once the training is over she'll go back to her mean sef.
ReplyDeleteDon't encourage bad behavior. Let her learn.
No bi small to carry your bad character to the office environment forgetting that everybody are not the same.
DeleteNo bi to do your work, collect pay and go your house.
Nobody send you and your bad character in the office. Make it shaa no affect work before the boss will fire you and your 'seniority'
You've said it all Rhapsody..she should not be picked, she's obviously a user!
Deletelet her not pick her cos she is a very terrible new staff
ReplyDeleteyou should face front and forget about her.
Poster follow Stella's advice.
ReplyDeleteIt’s like you are the senior staff and yes, she doesn’t deserve to be picked. Pick others and exclude her, maybe that would teach her a lesson in humility
ReplyDeleteSmall nyash dey shake. You came in as a new staff and couldn't adhere to formal rules. No backing from a superior even🤣🤣. You got admonished and you resorted to being disrespectful and then an opportunity resurfaces, you remember your manners again. Okay! Lol
ReplyDeleteMy take: Ignore her as well. She needs to learn manners and imbibe good work ethics. If her bad behavior is ignored, trust me, she may become worse in future.
The senior staff can answer her greetings but should be firm with her decision of not picking her for the training. And no! It's not about being spiteful, but a way to teach her and others who may want to tow her line a lesson.
Lawlessness breeds a cycle of chaos, moral decline and a weakened system. Things need to be put aright to foster growth.
She has apologized.
ReplyDeleteIf I were the superior, I will summon her so that we can totally harsh the issue.
If she's eligible, I will then pick her. I refuse to put my personal grudges ahead of what can make or mar a person's destiny or career especially if they are qualified.
In life, peace is always an option. Better to make more enemies than friends.
She has apologized but didnt u read she continued keeping malice with her? Wen other colleagues spoke to her she said it is her personal decision to ‘keep malice’ with her oga. So if she is picked what lesson is the oga teaching younger staff? That they can be insubordinate and wud still b rewarded? May be u hav never spent a day in the corporate world that is why u talk like that. A subordinate refusing to greet her oga? Outrightly keeping malice wt a superior officer? Naaah! Ur boss wud never stoop to ur level, n wud never demand u greet dem, but dey wud wait for u, till ur file gets to their table and they wud show u that it can be ur personal decision to disrespect them and it wud also be their personal decision to make or mar ur career.
DeleteDon't pick her poster,she's only 'apologising' based on what she stands to gain from you and then she'll be back to her rude and mean self..choose others who are eligible so she can learn that insubordination has consequences..do not condone bad behaviour please.
DeleteWell said anon 17:23
DeleteOne Malta Guinness for you 17:23.
DeleteShe petty..
ReplyDeleteShe should not pick her, is it her father's company..
That why we keep hearing, treat people around you well because you don't know what tomorrow holds,now her bad and disrespectful attitude has denied her this opportunity.the senior staff should ignore her,let her use that as a lesson.
ReplyDeletePls post her to sambisa forest uchu
ReplyDeleteSometimes they say be the bigger person, please if you think she's efficient and qualified for the training take her along but if she's not, treat her base on your work (professionally) not on personal issues
ReplyDeleteYes personally talking from a Christian view , she should be forgiven, but enabling her will give her co junior colleagues the impression that anything goes. Moreover she hasn't come to apologize, she is lobbying. So I will pretend I didn't notice.
DeleteDo not encourage insubordination, this worker is obviously a manipulator..do not pick her!!!
DeleteShe should not nominated her for the training, if not for maturity I would have told her to her face that her none selection is due to the insubordination and as such lack confidence in sending such a person on such training and doing so is only affirming bad behaviour.
ReplyDeleteSuch people always want to be everywhere and anywhere and usually lack intellect or professional ism in fact check if the credentials/qualification she submitted are original.
Some people character na just zero
ReplyDeleteSee how she went to showcase how ill mannered she is.
Kick her to the curb biko, I hate nonsense
Energy for Energy until she learns her lesson. I support Stella 100%
ReplyDeleteyes ooo...gbas for gbos
DeletePicking her won't teach her any lesson. Rather, it will fuel her pride and arrogance, also make her undermine the senior staff position some more.
ReplyDeleteI will advise she shouldn't be picked, but the senior staff should be praying hard ooo. Some people can go any length. You know only your self and background, you don't know of another.
Work place warfare is real. But keeping a clean hands and a prayer lifestyle, keeps you victorious always
Immediately I read warning what went to mind was, ' How was the approach??? Was he rude ,harsh......??
ReplyDeleteThe aggressive response maybe as a result of how he was approached.
Then for him not want to interact with the colleague again is because of the impression that he perceived .
"He"?
DeleteA typo error, right?
The post clearly talks about a woman.
Dear Poster,
ReplyDeleteThis is a really tricky situation, isn't it? You've got a clear history of unprofessional behavior from this new staff member, and it's understandable to feel conflicted about how to proceed.......
Drawing from my HR experience, here's how I would advise your Senior Staff, outlining both the potential benefits and drawbacks of including her in the training:
1. First off, it's worth reflecting on her initial behavior. Her sense of entitlement, disrespect, immaturity, and even aggression raise a serious question: how did she navigate your recruitment process? It might be worth considering incorporating psychometric evaluations for future hires to better assess personality and workplace conduct. Honestly, that kind of behavior can be toxic and can really brew negativity within a team.
2. Now, regarding this new training, we need to be objective. Is this training being offered based purely on merit and specific skill gaps, or is there any element of it being a reward or based on seniority?
If she genuinely meets the criteria for the training based on her role and development needs, then allowing her to attend might be the most professional approach. It prevents the Senior Staff from appearing vindictive or letting personal conflict cloud their judgment. However, if her past attitude or current conduct disqualifies her based on the training's prerequisites, then excluding her is justifiable.
3. Whatever decision is made, document everything.........Keep detailed records of the initial incident, the query issued due to her behavior, and the specific reasons for including or excluding her from this new training........ If you exclude her, having solid documentation that clearly links her exclusion to objective criteria and not personal bias....... You might be asked to explain your decision, so having your facts straight is very important.......
4. It's also wise to revisit your employee handbook......... What does it say about handling insubordination, disrespectful conduct, and creating a hostile work environment?
Depending on the severity and your company policy, you might even want to consult with your legal team. The term "summary dismissal" might be applicable here, but it's important to follow all legal and procedural requirements.......
Alternatively, if you're considering a less drastic approach than dismissal, you could consider a formal redeployment. In this scenario, you would clearly communicate to the new staff member that her past behavior is unacceptable and the reason she isn't attending the training.....
You could then place her on a Performance Improvement Plan (PIP) specifically focused on correcting her behavior over the next three months.......Honestly, she might choose to resign rather than meet these conditions, which could be a resolution in itself......
You & the Senior staff part is to ensure fairness and accountability for all staff.... It sends a clear message that unprofessional behavior won't be tolerated in your workplace....
Please follow all due processes and procedures if you do decide to pursue termination.....
DOCUMENT! DOCUMENT!! DOCUMENT!!!
I am genuinely interested to hear how this situation unfolds.
Wishing you all the best in navigating this.
Exactly what I was trying to say, if she meets the criteria for the training let her go, be professional with her
DeleteI'm surprised that the senior staff is even asking. Pay evil for evil always.
ReplyDeleteIs that what your own Holy Book says? Pay evil with evil? In whatever you say, never contradict what God has settled in his Word. God says do not pay evil with evil.
DeleteIn every organization there should be an etiquette,both senior and junior must comply. Being a senior staff or whatever you claim to be doesn't give you an access to be rude.
ReplyDeleteI don't think she should be included this time around.
ReplyDeleteShe's rude and disrespectful to her superior which is tantamount to insubordination.
Her exclusion should hopefully give her the chance to work on her character and redeem herself so that when next there's another training,she would be considered.
Some persons are just ill mannered and badly raised. Imagine raising shoulders with a superior.
ReplyDeleteSince you only need 20% of her cadre, kindly exclude her just this one. Let her prepare herself for the next training.
Her connections no connect again?
I don't understand your work settings. Looks like government parasatal. In normal work settings,only the qualified go for upgrades trainings,you can't jump the radar,no matter your influence. Since she's the rude one,she should be ignored,if she has the power.
ReplyDeleteThe junior staff member has displayed a concerning level of arrogance. It’s possible that she gained access to the training opportunity through unofficial means(back for ground). Given her recent behavior, particularly the audacity to call and warn a senior colleague, I don't believe she should be selected.
ReplyDeleteShe needs to learn respect and understand the hierarchy in the workplace.
Insubordination at it's peak! She has to leave that office before she turns diabolical. Do not select her for the training.
ReplyDeleteThe senior staff shouldn't pick her, she's very rude and disrespectful, she thought she won't need her help again, she needs to be taught a lesson, so that next time, she will learn how to behave, that's insolence.
ReplyDeleteWhy is she lobbying to attend? I thought she boasted on having a backup. She lacks discipline. Dont pick her.
ReplyDeleteShe's such a rude amd badly behaved person. Even though it may seem vindictive, she doesn't deserve to be picked. Bad behaviour shouldn't be rewarded/encouraged. However we don't know how it works in your organisation as regards things like that, so try and be professional in your decision.
ReplyDeleteDon't pick her,let her continue the malice and insubordination
ReplyDeleteDon't pick her. Let others learn from her mistake so it doesn't happen again.
ReplyDeleteDon't reward bad behaviour
ReplyDeleteThe Most Complex B
Don't pick her, her yeye dey smell.
ReplyDeleteOffice politics is not for the faint hearted. You need allies and sometimes an 'office enemy' can become an ally when it matters.
ReplyDeleteIf she comes to lobby, keep a straight face. If she qualifies, let her go. That good deed can make her worse or better. Whichever one, you have shown management that you are above it. You also want to avoid her reporting that you retaliated based on what she did. However, document everything emails and co. Watch her and also pray. People like that may be harmless but some close office colleagues may be worse but don't be weak. Also you don't want anyone to take advantage of that bickering and use it to their advantage. If they tell you things about her, listen but don't say anything. Infact if you must say something, say exactly opposite of what they want to hear and always talk in her favor. Don't loose guard. If she is insubordinate again, report her first by email and continue to smile at her when you see her.
Most importantly, pray.
KING XOXO MYSTERY
Because she is afraid of her? They are not on the same level, yet wen she disrespects her again, wen she sees her she shud smile at her? Abeg na she dey feed her or na she give her the job?
DeleteShe is petty.
ReplyDeleteYou, be professional especially as you are the training organizer.
What are the rules for attending the training?
If she is qualified by all applicable rules, list her.
You have only 20% slots.
List her as the 20th person.
Then start to objectively fill in the list from No. 1
If you get better qualified candidates, list them all. If she is moved by provable better qualified persons below No. 20, so be it.
If there are persons lesser qualified than her, list them after her name.
All you have to do in such a case is to have a detailed appraisal note ready why she was not better qualified than those in Nos. 1 – 20%.
But if there are not enough candidates to shift her from No. 20, let her attend. You may decide to issue a general memo to ALL attendees (if the rules permit) to be of good conduct in accordance with the objectives of the training, sit and await reports from the sessions.
From your post, she has already been disciplined informally on her official misconduct. That disciplinary process ended when she apologized, albeit reluctantly. It cannot be re-opened again.
You know how difficult it is to sack a Ministry staff and how much required compliance with the rules takes precedence above other matters.
Her subsequent refusal to greet or interact with you is a social matter. It shows lack of contriteness and or lack of good manners. But those are all to it.
The work place is for work. Has she been doing her work well enough to qualify for the training benefits (estacodes) which is the real silent issue in your post?
Again, if she is qualified under the rules, and no better qualified person, let her go. If she returns and continues in her ways let her be.
You have been doing well without her greetings and social communications with you, right?
Mr. Mann
Make una just imagine how the woman go be to her husband for home.
ReplyDelete#Yinmu
She clearly Isn't remorseful. It's just because of what she stands to gain. They should keep ignoring her
ReplyDeleteI know even wan hear plenty grammar. If na me eh I no go send wether she qualified or not. If I pick u make my hand breezed. Quid pro quo.
ReplyDeleteMr. Mann at anon 21:17. You have said it all. The Job is the job. If she doesn't greet you that is s reflection of herself. Do ensure you uphold professional ethics.
ReplyDelete