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 I've just found out that my new hire has "history" with the team that sits across from us. She used to work with them in a different division and apparently there were personality conflicts when they worked together six years ago. I had planned to place her in a spot facing that team; I have the option of placing her in a seat on the other side of the aisle so her back is to them.

Should I ask my new hire if she's OK sitting near them?

Ask the other team if they're OK sitting near her?

Ignore it and hope for the best? (That never seems like the right choice...)

 

Thanks for the advice.

 

Julie

tomw's picture

Her history is not your problem. She needs to grow up and get over it. You may need to help her do that.

That's not to say ignore it. Talk to her, telling her that you expect her to do her work and not have conflicts with these people over the past. Do the same with the person that the other team works for (requesting that their team works politely and professionally with her)

Peter.westley's picture

Put her where you need her with respect to your team and her work.

Give her feedback if she behaves inappropriately in relation to her old team.

-- Peter

DISC®: 2564
@pjwestley

duplicate_account_MarkAus's picture

I agree with the above. 

I had the opposite problem recently.  We moved floors and I had a lone chair in one aisle and another whole aisle for the team.  I had one direct nobody liked, but I knew that he would be pissed about sitting on his own and would make his displeasure known to everyone.

I also had a new hire coming in.   I could have easily put her in the lone seat and she'd have been none the wiser once she started.   That would have meant status quo for the team, as they were already sitting next to the guy they didn't like.

In this case, I elected to make the team happy and put the miserable person on his own.   It was better for the team and better for socialising the new direct.  When the unhappy member inevitably acted out, he was given feedback.  Everything was fine after a couple rounds of that.  

Do what is best for the team and for your needs.  History can't be changed.  Manage current behaviour to improve future behaviour.

naraa's picture

 One does not need to like each other to work well together.  Give themselves credit that they have evolved over the issue for the past 6 years. Well, if they haven't they better do so soon. You may help with making each one focus on their own behavior not the others and Assuming positive intent from the other person. Don't ask them if they are ok with it, there is no room in professional life to hold on to personality clashes, not for a day, much less so for 6 years.

In my company, We made the mistake once to move two people further from each other because they had personality clashes.  It was the worst we could have done. It sort of authorized they bad behaviour.  We sent the wrong message. The right message should have been you two figure this out or you will both be gone.

Nara

JulieGeek's picture

 Thanks for the advice. I will proceed with my planned arrangement and manage any issues that arise.

 

Julie