Really sticky situation at work

[Anonymous]

Anonymous wrote:I am new to a middle management role. I have been meeting with everyone in my group to find out what they work on, and apprise myself of issues that might come up in the future. One individual brought up a bad evaluation they received multiple years ago that was completely unexpected and not well justified. The compensation that year was consistent with the bad review. Management was also in flux at that time. This individual didn't contest the review out of insecurity and shock but it has been eating at them for years. My experience with this individual's work has been very positive and past evaluations other than this one, support that. I want to make this right going forward but also need to handle it sensitively since they feel silly about not having brought it up immediately and letting it fester like this. I don't have a lot of power here. Any thoughts? Do I need to be direct with our superviser about it?

i think this is simple

You simply tell him you hunk he's done a great job, you can't change what happened when you weren't around, but you are supportive of his growth and intend to give him a good review / support him in any end of year discussions.

An apology is silly.

[Anonymous]

Anonymous wrote:Honestly, this seems like a problem employee.

I sense immaturity and codependence. This may be a competent employee and a nice person, but do not allow them to latch onto you. You are not his/her parent.

[Anonymous]

For all you know, the employee really did have a lackluster year back then. You can't fix the past, and it's unknown if the employee is owed anything for something that happened years ago. Just be fair. Don't offer a larger raise or bonus because you feel bad that they feel bad.

[Anonymous]

I am new to a middle management role. I have been meeting with everyone in my group to find out what they work on, and apprise myself of issues that might come up in the future. One individual brought up a bad evaluation they received multiple years ago that was completely unexpected and not well justified. The compensation that year was consistent with the bad review. Management was also in flux at that time. This individual didn't contest the review out of insecurity and shock but it has been eating at them for years. My experience with this individual's work has been very positive and past evaluations other than this one, support that. I want to make this right going forward but also need to handle it sensitively since they feel silly about not having brought it up immediately and letting it fester like this. I don't have a lot of power here. Any thoughts? Do I need to be direct with our superviser about it?

i think this is simple

You simply tell him you hunk he's done a great job, you can't change what happened when you weren't around, but you are supportive of his growth and intend to give him a good review / support him in any end of year discussions.

An apology is silly.

ITA. It seems pretty straightforward. The fact that someone who is a manager can't figure this out is troubling to me.

[Anonymous]

OP, the reality is you have no idea if the review was fair or not. You didn't even work there then. If I was your boss I'd be pissed if you brought this to me to " make right" and I would seriously reevaluate your ability to do your job. I understand that the employee may have been to scared to fight it at the time, but what's done is done.

Your only action should be to tell the employee that, so far, your pleased with his/her work and if that changes you will discuss it at the time and not surprise them with a bad written review.

Do not advocate for any extra bonus. It could be seen as you playing favorites and backfire on you. Frankly, it's not your problem that the employee is still hung up on this. It had nothing to do with you. Treat her/him like all the rest of your subordinates.

[Anonymous]

I was in the position of this employee once. Honestly, having a new manager come on board and tell me I was doing good work was huge. When you get an unjustified performance review, it can really mess with your head. I think as long as you give this employee good, fair feedback, they will trust you. If you make it clear you are on their side, you will have a very loyal employee! Of course that doesn't mean never giving negative feedback - but that you do it in a sound and productive way.

[Anonymous]

You don't need to do anything grand. Show your praise and appreciation for your staff regularly. That's what most people want.

[Anonymous]

A years old problem cannot result in a lawsuit.

[Anonymous]

OP be very careful here. As a supervisor I have made similar mistakes along these lines. What you see now (new to your position) is not how you may see things a year from now or two years from now. Slow down. You cannot fix this. It's too late - it's not your problem to fix anyway. Just look at the situation you have now and continue to collect info. You may this worker isn't quite the prize you thought.

I feel like you are trying to be popular and well-liked by your new staff. That is great and sensible to a point, but don't act too quickly.

[Anonymous]

Anonymous wrote:OP be very careful here. As a supervisor I have made similar mistakes along these lines. What you see now (new to your position) is not how you may see things a year from now or two years from now. Slow down. You cannot fix this. It's too late - it's not your problem to fix anyway. Just look at the situation you have now and continue to collect info. You may this worker isn't quite the prize you thought.

I feel like you are trying to be popular and well-liked by your new staff. That is great and sensible to a point, but don't act too quickly.

+1000

[Anonymous]

Anonymous wrote:A years old problem cannot result in a lawsuit.

It's not going to result in an apology either.

[Anonymous]

Anonymous wrote:Honestly, this seems like a problem employee. I would tread very carefully. And forget about trying to force an apology out of someone who wasn't even involved (????) in the situation--you are going to get bounced out of your job if you don't tighten up, and quick.

Definitely a problem employee. I would say, "I'm sorry you had a bad experience. I intend to review all employees fairly. Thanks."

[Anonymous]

OP - Be fair moving forward but just let this one go. Re-opening is a terrible idea.

[Anonymous]

I've never known an employee who got a bad review who thought it was fair. Ever.

I have known new managers who love an employee's work in the first 6 months, but a year or two in, they realize what the last manager knew--the person was all hype, or gets complacent and lazy, or has horrible interpersonal skills, or whatever.

In short, slow your roll. Considerably. Do NOT bring this up to your management.