Ripples Posted August 25, 2006 Share Posted August 25, 2006 I work as a web developer (yeah, yeah, I'm a spider ) in a team of three in an open plan office. Six weeks ago we took on another developer who's not massively advanced, but very trainable. I'm having an issue with liking this person and being able to get on with them. I'd welcome any suggestions about our attitudes towards this person and how to 'see' them in a kinder light. The original three of us get on really well. We've been a team for about three years, we know each other's way of working and we have a common sense of humour too. Now onto what we perceive the new colleague as being like. She's 23 years old (I'm 35, the other guys are 30 and 45). She's pretty, fairly articulate (although, perhaps, not as much as she thinks she is), comes from an affluent background and is a single child. Now she initially came across as being very friendly, very outgoing, good fun all round, but as time goes on she comes across more and more like she's a spoilt brat who needs attention 24/7 and who thinks it's impossible for herself to be wrong. She'll be modest, but it seems very insincere. An example is; she told us about these guys that had been hitting on her and how she "just can't understand how so many men can find her attractive". She drops in comments about amazing stuff she's done, just as throwaway remarks, but it feels like she's saying "aren't I wonderful?". Now, normally I'd be able to live with it, even tease her out of it. But she's also telling us how to do our jobs. Comments like "I'm sure you shouldn't do it that way", "Oh, my father/uncle/cousin/cat said I should do it this way" and then blatantly ignoring our instructions. It's all getting a bit much. We call her "Princess ***" now I did think that maybe we were excluding her and she was over-compensating, but we've had temporary staff working with us before and we don't seem to have had an issue with any of them. They've been included, not just in work, but going for lunch together, meetings etc. Infact, one of them I still see even though she doesn't work with us any more. So I don't think we are making our new colleague feel cut out. Do we speak to her one on one about her attitude? Are we being too harsh on her, is she just finding her feet? Do we let her go after her probation period? Or do us three just need to get on with it and suck it up. We made the final decision on her, after all Link to post Share on other sites
superconductor Posted August 25, 2006 Share Posted August 25, 2006 Sounds like she's just trying to find her place in the culture of your office. Granted, it wouldn't be the way I'd go about it, but then again I'm not a 23-year-old woman (never have been). The reason that the temp staff didn't have similar issues is because they were temp, and didn't have any expectation of being taken on full-time. But this woman's situation is different, so she's trying to carve out a niche for herself. I'd suggest that the three of you (excluding her, at this point) meet and share notes. If all three of you determine that she's not working out, then don't wait for the probationary period to end. But before she's cut loose, I'd also suggest that the boss take her off-site (a lunch meeting, probably) and be clear to her about the issues that she's causing. Give her a chance. If nothing changes, then maybe a harder decision - letting her go - may need to be made. Link to post Share on other sites
Author Ripples Posted August 25, 2006 Author Share Posted August 25, 2006 Right, I did wonder about the niche thing, as I said. I guess if she was as confident as she makes out, she wouldn't feel the need. We have discussed her, and we're pretty much of the same opinion, although I've been more inclined to think that we need to give her more time. I don't think the boss will care enough to take her out and tell her how she comes across... I don't think any of us do, to tell the truth. Yeah, she has to go. Link to post Share on other sites
bluechocolate Posted August 25, 2006 Share Posted August 25, 2006 "Oh, my father/uncle/cousin/cat said I should do it this way" and then blatantly ignoring our instructions. "You're not here working for your father/uncle/cousin/cat. When you are you can do it their way, but while you're here you'll have to follow our instructions." ...she's a spoilt brat who needs attention 24/7 and who thinks it's impossible for herself to be wrong. So far you haven't described any qualities of a person who is very trainable. Do we speak to her one on one about her attitude? I wouldn't just yet. If anything, it sounds like maybe you guys are being a bit too nice to her. You should be pulling her up on her attitude when it happens. No way would I tolerate a trainee telling me how to do my job! In a small office like yours compatibility is very important. You don't have to necessarily like the people you work with, but you have to have a good working relationship. There is a difference IMHO. Yes, the three of you should compare notes & think very seriously about keeping her on. Link to post Share on other sites
Pink Amulet Posted August 25, 2006 Share Posted August 25, 2006 Give her a chance! Is she good at her job? Link to post Share on other sites
superconductor Posted August 25, 2006 Share Posted August 25, 2006 OK, that helps that at least you're all on the same page as far as her attitude goes. One of the reasons I despise HR personnel is that they so often miss good people because they look almost exclusively at technical abilities, but 70% of a person's success in an organization is due to their ability to work with others. Technical abilities can always be taught; interpersonal relationship skills are a far more difficult thing to manage. Sounds like she needs to go. But I think it's also fair that she be given a chance. If she doesn't know anything's wrong, she won't have any opportunity to improve her performance. There's obviously a financial consideration here as well. How much did it cost to hire her? (Not just her specifically, but to go through the employee-search process.) How much will it cost to cut her loose and then go through the process all over again? Compare that to how much lost productivity is caused by the personality mismatch. That will give you a dollars-and-cents (or, rather, pounds-and-pence) comparison. Now, I hasten to add that using financial considerations as the only marker is a bad, bad idea. It's just one more tool in the toolbox. Link to post Share on other sites
littlekitty Posted August 25, 2006 Share Posted August 25, 2006 How far into her probabtion period is it? How long is the probation period - 3 months? I would say firstly take a stronger hand with her. Explain that you would like her to carry out things in the way that you tell her to. Explain why, for example; we are all used to working in this way, and you working in your own way is causing x, y and z problem. Make sure you give her some time to settle and find her feet. Being nervous can make people act differently at times. Has she had time to settle yet? If none of the above works, then well... that's why we have probabtion periods!! To see if our choices work, and if they don't, we have an out! Link to post Share on other sites
bluechocolate Posted August 25, 2006 Share Posted August 25, 2006 One of the reasons I despise HR personnel.... It is my belief that HR personnel are themselves not human! Link to post Share on other sites
Author Ripples Posted August 25, 2006 Author Share Posted August 25, 2006 There's obviously a financial consideration here as well. How much did it cost to hire her? (Not just her specifically, but to go through the employee-search process.) How much will it cost to cut her loose and then go through the process all over again? Compare that to how much lost productivity is caused by the personality mismatch. That will give you a dollars-and-cents (or, rather, pounds-and-pence) comparison. Yeppers, all good points. I guess I'm lucky I don't have to consider it Give her a chance! Is she good at her job? Well, I think we have given her a fair go, six weeks is quite a long time. She's not particularly brilliant at what she does, although she seems to think she is I guess to be good at something when you're working with others, you have to be a team player as much as good at what you actually 'do'. So, I guess the answer to your question is, no, she's not very good at what she does. "Oh, my father/uncle/cousin/cat said I should do it this way" and then blatantly ignoring our instructions. "You're not here working for your father/uncle/cousin/cat. When you are you can do it their way, but while you're here you'll have to follow our instructions." ...she's a spoilt brat who needs attention 24/7 and who thinks it's impossible for herself to be wrong. So far you haven't described any qualities of a person who is very trainable. hmmm, no, I suppose not! Do we speak to her one on one about her attitude? I wouldn't just yet. If anything, it sounds like maybe you guys are being a bit too nice to her. You should be pulling her up on her attitude when it happens. No way would I tolerate a trainee telling me how to do my job!I've had to stop the guys from saying something. In a small office like yours compatibility is very important. You don't have to necessarily like the people you work with, but you have to have a good working relationship. There is a difference IMHO. Yes, the three of you should compare notes & think very seriously about keeping her on. Right. Good points. Thanks all Link to post Share on other sites
directx Posted August 29, 2006 Share Posted August 29, 2006 Hey, if she is doing her work, so what? People that talk stupid are great entertainment! You should encourage every bad behavior she has as long as it doesn't interefere! I bet your just scratching the surface! Enjoy! Link to post Share on other sites
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