coaching

He’s Not Fitting In

Another update from the Jungle…

Sue is the HR manager for her company, and she’s trying to figure out what to do about Mo. She needs to decide how to handle all the complaints she’s received about him. Instead, she’s brooding on the unfairness of her life.

She could have taken a vacation to someplace nicer, say, the big island of Hawaii. It’s only got an erupting volcano. She’s sitting on a powder keg that could erupt into serious bodily injury or multiple EEOC investigations. She thinks back to how it all began the day Mo started working for the company.

Mo is a recent immigrant to the U.S. He has several university degrees earned in his country of origin which aren’t recognized by U.S. authorities. As a result, Mo is working at a job far below his skill level. He’s not a bad guy, but he hasn’t quite figured out the customs of his new country.

His biggest problem is that he annoys the women in the office. His female co-workers lecture him on equality and women’s rights. He listens with a polite smile, but the message isn’t sinking in.

The women complain that he never cleans up after making a mess in the breakroom. He tries to pawn off the most menial tasks on female co-workers. Most irritating of all, he won’t hold the elevator when he sees a female co-worker dashing toward it at the end of the day. The women are talking openly about knocking some of his sexist edge off Mo with a blunt instrument.

Mo’s supervisor is no help. Fred’s too busy scheming how to win his next promotion to notice what his staff is doing. Fred’s female subordinates would be happy to wave goodbye to Fred if he gets his promotion. They blame him for not coaching Mo to act more “American”.  Sue tried coaching Mo herself recently but got the same smile as the other women.

What options are available to Sue?

  1. She can join the other women who spend their lunch hour window shopping for blunt instruments with which to blunt Mo.
  2. She can encourage Fred to watch Mo like a hawk until he finds a justification for firing him.
  3. She can recommend that Mo be reassigned to a manager who is better at coaching workers to grow and improve.

In the actual situation, HR was unable to find an adequate solution to the problem because senior management failed to take the issue seriously. The misunderstandings continued until the company closed the office as part of a reorganization of operations.

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.

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That Should Have Been My Promotion

Another update from the Jungle…

Abigail is deeply depressed about her job. She was passed over for a promotion again. Her boss, Maryanne, thinks she’s just sulking. Of course, Maryanne is a busy manager and seldom wastes a moment thinking about Abigail.

Abigail doesn’t need much managerial oversight. She’s a self-starter who steadily slogs along to reach all her goals ahead of the deadline. She’s good at spotting potential problems and seems to effortlessly incorporate solutions into her pre-existing time table. Her diffident attitude disarms her more pompous co-workers who usually resist efforts at teamwork or productivity during working hours. As a result, Abigail can achieve fantastic results.

She would be a great manager if not for a single, glaring failure. She seems to lack confidence and belief in her own abilities. She annoys co-workers by vocally agonizing over major decisions and often second-guesses herself.

So when Maryanne was looking for someone to promote, she ignored Abigail and picked puffed up Paul, a shameless self-promoter. He likes being in charge because “supervising” means he does less actual work.

Co-workers secretly despise him because he has the ethics of a cornered rat. But they laugh at his jokes because they know he’s in tight with the senior managers. Besides, he’s funny when he imitates a co-worker’s personal habits. His most frequent target is Abigail.

Paul is smart enough to see Abigail’s abilities even if she’s riddled with doubts. He usually asks for Abigail when he’s put in charge of a project. She does the work; he takes the credit. Since he doesn’t want anyone to know who’s really running the show, he adopts a condescending attitude when talking to her.

He never hesitates to notify senior managers about his brilliant leadership capabilities. So when the promotion opened up, they suggested to Maryanne that Paul would be a good choice.

What options are available to Abigail?

  1. She can continue stewing about the injustice of the stupid management team for ignoring her skills.
  2. She can spray paint “loser” on Paul’s sporty new car when no one’s watching.
  3. She can seek professional help to overcome her habit of second-guessing her abilities, then get a new job where she will not be handicapped by previous performance evaluations.

Many low-key workers are passed over for promotions because of doubts about their abilities. HR can help by encouraging management to pay for professional coaches to help these workers develop the skills needed to be a successful manager. The company will benefit from having a wider, more diverse pool of potential candidates for promotions.

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.

Ebook Link

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

Visit our website!