Jerry feels besieged and over loaded. He’s the CEO, and he ought to be busy lining up new customers. Instead, he’s staggering from one crisis to the next as his team fights each other.
It all started when Sue accused Wayne of undermining her authority in a staff meeting. At the staff meeting, Wayne asked questions that put Sue on the spot. Wayne always tries to understand the nitty gritty details by asking a lot of questions. Occasionally, his fascination for details is beneficial, like the time his questions uncovered a technical gap that would have cost the company money. But most the time he just comes across as obnoxious and obtuse.
Sue erupted like a geyser. She told Wayne to shut up and focus on doing his own job. Wayne retorted that he couldn’t do his job if the inputs from her team are sloppy and incomplete. Sue naturally defended her team and added that the company was a better place to work before Wayne was hired.
Wayne now refers to Sue as a word that rhymes with witch. Sue uses even more inflammatory language to describe him. Since they’re supervisors, they’ve managed to drag their respective subordinates into the fight.
Wayne’s team buys a different brand of coffee for the break room rather than use the brand preferred by Sue. Sue’s team confiscates all the office supplies in the supply closet. Her team also password protects all their work rather than sharing with Wayne’s team.
Inevitably, deadlines are blown on their latest product. Jerry calls an all-hands meeting to find out what is going wrong. Within five minutes accusations are flying. After fifteen minutes, a shoving match ensues between Sue and Wayne as they blame each other for the delays. Sue hurls a cup of coffee at Wayne. He retaliates by grabbing her notes and shredding the pages.
Jerry is shocked, then outraged. His whole business is on the line for a couple of chuckleheads with the emotional development of children.
- He can fire Sue and Wayne for breaking company rules on workplace violence.
- He can start a side business featuring Sue and Wayne as featherweight prize fighters.
- He can counsel Sue and Wayne to act like grownups and work together for the company.
In the actual situation, the employer chose the third option, in keeping with the company’s progressive discipline policy. The employer’s decision was based on an assessment of the supervisors’ capabilities and skills. Both managers were also encouraged to seek anger management counseling.
If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.
Join the HR Compliance Jungle today. Click here!