Here We Go....Again

It’s really tough being a woman manager in this male dominated job. I have been a supervisor and now a manager for all but 5 of the 23 years of my career. I am damn good at what I do (modest too, huh Chuck!) and I know my chosen field. I would like to think that probably accounts for my promotions over the years, but there again, I still have to prove myself to the fellas every once in awhile. Especially those who’d like to think they are smarter than me or perhaps they just have a little difficulty in accepting direction from a ::gasp:: woman. It’s 2004 but, every time I think that those attitudes are way behind us, I get a reality check.

I was offered a position in a different section, and I started there about 7 days ago. I am not the kind of manager to go in and stir up a bunch of folks who were just plugging along fine before I got there. It’s always best to take a wait and see approach before changing anything. Staff really hate to hear, "Well over there, we did it this way!"

I’d rather ask, "Well how have you done it here before? Did it work? If not, why? What do you suggest? Hey guys, give me your input on this situation!"

I let my staff do their jobs. I expect that they do it to the best of their ability, and I want them to live up to my expectations. Without meddling, I will provide them training and suggestions to make their jobs easier. Especially, when it comes to paperwork and report writing. Report writing is my specialty and I know what "our" reports have to say, and why.

Well, this past week has been a challenge since I had to review and approve lots of staff’s reports. Many were lacking in the basics…the Who, What, When, Where, and sometimes Why. It’s all stuff these supervisors should be expecting in reports from their subordinate staff and they don’t have it in theirs.

Argggh!

So, very politely I approach "Supervisor # 1" and advise him that I need him to "just clarify this little tiny thing before I send it on through" and why the clarification is necessary.He said, with just a hint of disgust, "Well, it’s never been an issue before!" and he walked off to reluctantly do what I asked.

The next day, another challenge:

Me: "Excuse me Supervisor #2. I was just reviewing your report on yesterday’s incident, and I believe you need to indicate how this (insert some really important information here)."

Supervisor #2: "Oh, it’s there! Right there in the first paragraph!"

Me: "Perhaps I missed it. Can you show me?"

Supervisor #2: "Ummmmmmm. Ahhhhh. I guess I left it out of that one!"

Me: "Ok, well, if you would add that information and also, I think it would flow a little better if you’d………….(I’m thinkin’ and want to say…..write it like a 7th grader and make this a complete sentence)! Then he wants to argue about how he thinks it is a complete sentence and that it really isn’t necessary......!

Me: "I’ll tell you what Supervisor #2…How about you just consider it my managerial preference when it comes to sentences like that? Don’t take it personal….I just would like it to read that way before I send it to my boss. Ok?"

Did he do what I asked?

Well…only half. The missing half. Grrrrrrr!

He did not change the sentence as I instructed him to do. Now you’ve done pissed me off and I am going to stew about it for a couple of days.

Then there’s Supervisor #3, and I have sent him an assignment, in which I pleasantly request that he handle a "Health and Safety" complaint. I outline some issues that must be resolved immediately.

It comes back to me the next day with a yellow sticky note, which does not reflect that he did anything that I told him to do and the situation is not resolved.

Ok…….so maybe I didn’t make myself clear with my professional, cheery comments on a route slip. I will try again later.

I stop by his office at the end of my day, and present him with some "clarification requests" on some of his staff’s reports, asking that he obtain the information needed. The next day it is back on my desk with another yellow note saying why he couldn’t do what I asked, which was a piss poor excuse.

What?

You couldn’t have delegated that to your immediate subordinate who is also a supervisor? You think I should do it myself? I don’t think so!

I am the boss….I think?

The straw that about broke this camel’s back was when I explained to Supervisor #4 that his report really needed quite a bit of work and why.

He wanted to argue and spent a ton of energy trying to get out of doing what I asked because he felt he was totally right and I was wrong. Ok partner, you can think I am wrong, but I am still your boss and YOU will do it my way.

Me: "Ok, I realize that you disagree, but that’s the way it has to be, because I am not sending it to my boss reading like that. He’s going to ship me back to where I came from if I do!"

Supervisor #4: Blah, blah, blah, blah...blah

Me: (Totally frustrated and beginning to lose my patience with this idi…ahem…employee) "What is wrong with all of you guys over here? Every one of you has challenged me and dug in your heels on anything that I’ve said!"

Supervisor # 4: "Well, if you keep pushing…..you’re going to find some strong pushing coming back at you!"

MEEEEEEEE: "Is that a threat? My goodness, that sounds like a threat to me!"

Part 2.....

I finally referred him to my supervisor as it was clear that he was not going to take direction from me.  Later, I found out that he really managed to irritate the boss with his attitude and pushing him to discuss the matter right that very second.  The boss was not amused and sent me back a note with the paperwork, with a terse "See Me" note attached. 

The boss told me that if I hadn't got after that supervisor for what a half-hearted effort he submitted, before sending it up to him, he'd have taken a big chunk outta my fanny for NOT dealing with it appropriately.  So, I felt really good about that.  Also, he insisted that I take action with that employee in the form of an "Expectations Memorandum." 

I don't like dealing with my staff in that manner, but I sure don't like what behavior put me in the position to have to take care of it that way.  But, believe me, the word will spread fast and I don't think that I will have many more blatant challenges. 

On a more positive note, the employee knew that he'd really screwed up and called me from home a day or two later.  In his own way, he gave me a half-arsed apology for what he said "wasn't a threat!"  He wanted to make sure that things were "alright" between us. I maintained my position, but I told him that he had a clean slate as far as I was concerned. 

I don't hold grudges, but I don't ever forget about the behavior that they've demonstrated in the past and how that's often indicative of what I might expect from them in the future.  

And...then he called in sick on the next day he was scheduled to work.