How do I handle my whiny direct report?

[Anonymous]

Anonymous wrote:Is she expecting that the people she's complaining about will have their productivity and competency re-examined? Because it sounds like some people aren't doing their jobs...

Bingo and it’s being worked

[Anonymous]

She needs to learn to not whine to her boss. That is never a good idea. I would take her out for coffee and say something like "look, all jobs have things that drive us nuts - that is why it's a job and not a hobby - but I think you and I would both be happier if you focus on what you can control and change and spend less time venting about the things that are irritating."

[Anonymous]

Anonymous wrote:Is she expecting that the people she's complaining about will have their productivity and competency re-examined? Because it sounds like some people aren't doing their jobs...

The people she's complaining about are sales people closing sales, which is their job. Sales v. in-house lawyer telling them to be more cautious is practically a cliche, but only one of those groups makes money for the company. OP, an in-house lawyer, likely has almost no ability to affect sales division behavior and needs to use what pull she has to deal with actual risks, not this employee's grief list.

[Anonymous]

Her approach of constant whining and crying is unprofessional but raising legitimate concerns to your manager does make sense. When things don't work out because someone else didn't do their job, or impeded what you needed to get done, you'd want to tell your boss that you had flagged this issue for a long time. Good managers are able to elevate and work across teams to address issues impacting their staff.

[Anonymous]

Anonymous wrote:You say that the issues are valid. As her boss, it is your job to make it possible for her to do her job. If something is standing in the way of this, then it is your job to fix it. If something is truly out of your control, then you need to raise it as an issue with someone who can control it. You say that these issues are not changing...but why? Why are you standing by and allowing your organization to be dysfunctional.

You say that you don't have the time or the interest to listen to her, but seem to not realize that this is part of your job.

I agree that the mode of expression is irritating (crying? really?), but it is obviously representative of actual problems. These are the sorts of things that cause good employees (you say that she is talented) to quit.

That said, you need to tell her when/if she starts complaining for the sake of complaining, as opposed to raising actual problems that are in need of resolution.

Agreed. And this is also why middle management sucks. If people aren't responsive, you need to institute a 24 hour or 48 hour rule. Or she needs to put a date on all her emails, like a week out, that people respond by.

I do think you need to find solutions to some of her complaints.

[Anonymous]

OP can assist with finding solutions to some of the complaints, absolutely. But her direct report should not be whining. This isn’t toddler time.

I would expect a more proactive and professional approach. I have no problem listening to a certain degree of griping from my staff, particularly when I know when things are frustrating. There’s a limit though.

[Anonymous]

If it amounts to stuff like “my coworkers are lazy and stupid” ask them how it impacts them specifically, with examples. I did this recently and the whining significantly decreased because the complaints themselves were thin. When there are real issues affecting your employees it is your job to explain what you can change and what you can’t. They can always quit.

[Anonymous]

Some people are just like this and you have to play therapist. My #1 best worker is always frustrated that everyone else isn't on top of everything like he is. I force him to wait a week for replies, but if a week passes, he's hounding people. I've just let his complaints not bother me. We work at a very professional place too, so it's not like people ignore him. Everyone is just busy.

I'll take it over the opposite. Someone who doesn't do any work, and also isn't bothered by anything.

[Anonymous]

About 50% of my job as a mid-level manager is being a therapist for the people below me, the people above me, and the company clients. The other 50% is telling the same groups of people what to do.

[Anonymous]

OP: now she's not speaking to me. She has sent me two absolutely necessary work messages through Teams. How many more days should I expect to have to put up with the silent treatment? Fine, don't be at all friendly but you have to interact with me a little to do your job effectively.

[Anonymous]

Anonymous wrote:So they are all valid issues and she’s a high performer but you want her to be quiet? Why don’t you figure out what you can change or strategies you can employ to help her be more effective? You’re a bad manager.

+1

[Anonymous]

Anonymous wrote:OP: now she's not speaking to me. She has sent me two absolutely necessary work messages through Teams. How many more days should I expect to have to put up with the silent treatment? Fine, don't be at all friendly but you have to interact with me a little to do your job effectively.

Sounds like you got what you wanted. Maybe you can find a balance in the middle. It will all work out. You don't have be to be besties.

[Anonymous]

Anonymous wrote:OP: now she's not speaking to me. She has sent me two absolutely necessary work messages through Teams. How many more days should I expect to have to put up with the silent treatment? Fine, don't be at all friendly but you have to interact with me a little to do your job effectively.

This seems fine, in the sense that she's not bothering you. You two are not friends.

If she's being rude or not sending needful information, write her up and be done with it.

Were you recently promoted to supervisor after being her peer? This seems like a situation where neither of you had figured out the boundary.

[Anonymous]

You need to be straight with her! You can be kind when doing so but tell her that there are only some things you can solve and she shouldn't be venting all the time. You need to frame this as a career tip. You need to do this because you're her manager. She's not going to take a hint or read your non-verbal cues or read your mind. You need to do this. It will help both of you.

[Anonymous]

Anonymous wrote:OP: now she's not speaking to me. She has sent me two absolutely necessary work messages through Teams. How many more days should I expect to have to put up with the silent treatment? Fine, don't be at all friendly but you have to interact with me a little to do your job effectively.

What did you say to her? Or did she see this thread?