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Recently,
my bosses asked me for a job review on a woman that I directly supervise. Before
doing so, they were aware that she was not performing her job duties adequately,
but she had asked for a raise. Though I noted that she does show up every day
(her only redeeming quality), I listed each duty she is to perform and how it
does not get done.
From that point on, she started spreading vicious rumors about my personal life, including my sex life. She has told everyone that I am a lesbian and sleeping with my boss and his girlfriend. My bosses want me to ignore her, but she is ruining my reputation with all of my co-workers. Frankly, I 'd like to sue her, but I really don't want to drag my loyal co-workers, who have informed me of what is going on, into this. They have told me this in confidence and really do not want to get in the middle.
Signed,
Review Gone Wrong
Dear Review Gone Wrong:
With a performance review as devoid of all but one redeeming quality, how is it that this employee is still employed? Is there no shape up or ship out policy? If not, why have performance reviews? Your bosses want you to "ignore her," you say, and apparently they for some reason do not want to follow up on the bad review you gave.
You have two problems, not just one. Not only have you a subordinate who has defamed you (I'm assuming the rumors she has spread are false), but also you have bosses who will not deal with a worker who does not do her job well and who is bad mouthing her supervisor.
Is it within your authority to fire a subordinate who is unable to do her job? If not, is it not your responsibility to make such a recommendation to those who can? You need to learn from your bosses what should be done with this employee? Have they not assigned her for job training? Has she not been put on probation? Also you need make the case to management that they are responsible for dealing with those who are cause of creating a hostile environment. Allowing such bad mouthing is far different from encouraging employees to speak freely about matters that pertain to doing their jobs.
I think you have a right to confront this individual, preferably with your boss is such a meeting, and put her on record--did she or did she not say what you have been told she said about you? Clearly state that you have witnesses of such remarks, and then tell her that if you again get reports that she has defamed you that you will engage a lawyer.
I would be remiss if I did not make the proactive recommendations for regular work group meetings (similar to the skull sessions that professional sports teams have) that focus on delivering quality. Such sessions with those you supervise could open up the issue of what is expected in job performance and what it means to work as a team.
WEGO does not just happen in the workplace. Supervisors (coaches) must work with their people, confronting poor performance, diagnosing bad and reinforcing (cheering) the good.
--Bill Gorden