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[quote=Anonymous]Read the book "Difficult Conversations."  He deserves honest feedback about your expectations and concerns, and that will be a really uncomfortable conversation.  Do it anyway.  Don't blame the others, for example don't say "Oh, hah, Suzie can be so sensitive but it would be great if you could hear her out"  Instead: "Your duties here includes teamwork and peer review.  I need you to consider input from your colleagues, even if you ultimately decide you disagree with them." You may have to get more involved in his work -- "If you and the team can't agree, please schedule a meeting with me to discuss" -- even though that is the last thing you have time for.  This personality type often isn't as good at his job as he/everyone thinks, but is left to muck things up in peace because dealing with him is so unpleasant.

Get his PD and performance plan from HR if you don't already have them: most performance plans have items like "teamwork" that are rating categories -- that is, you can get an "unsatisfactory" in that category.  When the next performance plan is set, make sure to write in something specific about respect and fostering professional relationships.

21:08 makes excellent points about documenting: do all those things.  Also try to figure out whether the interactions with colleagues are just rude (which is unfortunate but not illegal) or actually problematic in that they create a hostile environment.  For example, if he's mostly rude to women or he makes racist jokes, that is something you need to elevate.[/quote]

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