Submitted by cktimm2000 on
in
Forums
During a recent re-structure in my company I have become my peer’s supervisor. Previously we both had supervisory rolls. This individual has been demoted (due to restructure). She is not taking it too well. Our department is not fully aware yet of the changes. I am seeing warning signs of defensiveness and not working together as a team. She is saying things like “Since I do not know XXX I need help”. When in her role she knew XXX and is expected to know XXX. I am disappointed in the lack of professionalism. I am prepared to discuss behaviors when the announcement is made official. I am looking for advice from those of you that have been in this situation.
Thanks,
Keith
It's not official...
...so you really can't do anything yet.
When it is official, and if you are her manager at that point, then you need to roll out the trinity.
Have you done this yet for your current directs? One on ones, feedback and coaching are the core of getting the best out of your directs, and any actions you might take should derive from this foundation.
http://www.manager-tools.com/manager-tools-basics
John Hack
I'd have an honest talk about mutual goals
First, the fact is that anyone who gets demoted is going to be emotional and upset. The person will need some time to work through it. It's humiliating. It's embarrassing. That does just take time.
BUT you can help accelerate that transition. What you need to do is get her to get beyond that and work together. What I've found effective is getting her to state and focus on a mutual objective. I'd have an honest discussion and admit that it's awkward for you and is awkward for her. But state that you believe that both of you have a common objective to do "xyz - whatever your job is". I'd ask if she agrees on this and work to get that stated. Then you've set up the basis for working together towards something. I'm an inclusive type of person so I'd then talk about how you can best work together to do that. Can you define some short term goals? I'd ask what she needs from you to meet them. (You're really doing something like a delegation process but talking about their job.)
Why I like this is that it gets the person to focus on something other than the pain of the current situation and gets them to commit to doing something.
Great Advice. I think that
Great Advice. I think that will work pretty well with her. I am a very High C and she is a feeling type.
Thanks!
Trinity
Before the restructure I was supervising 5 individuals and after I will have 12. I began the the Trinity in Dec 09 with the 5 and it has been really great. I plan to continue to roll out the Trinity to the rest of the team too. Thanks for the input.