In this segment we allow hiring managers to ask questions that will be answered directly by our CEO, Darcy Swift. This month’s question is: How to Handle Ultimatums from Employees.
QUESTION: A few months ago, I hired a new office manager and she has really been an godsend. She has made some great changes that has created a more efficient environment in the office. However, since her first week she has been persistent about me firing one of my employees that has been with me since I opened my business 5 years ago.
She was my very first employee and has been through it all with me. The new office manager says she has to fix the mistakes of my other employee daily and has recommended other candidates to take her place. Last week she urged me to fire this other employee again and gave me an ultimatum saying she can’t continue to do her job well if I keep my other employee. I don’t want to lose my new office manager but I also can’t bring myself to fire the one person that has been with me through all the high’s and low’s. What do I do?
ANSWER: If this employee means that much to you, then the office manager needs to understand that. She is a key person in the office. If she is making too many mistakes, then maybe she needs to be moved to another position that would be better suited for her. However, the main issue here is the ultimatum being made by your manager. She is attempting to put your back against the wall in order to get what she wants, which is a major overstep especially since you are her superior. If she so easily does this in her first few weeks, then she will do it again the minute she doesn’t get her way about something. Even if she is good at her job, you may want to take into account the manipulation happening here and reevaluate the situation as a whole and maybe her role in all of it.
The best way to handle this situation is to call a meeting with both employees and get both perspectives so you have the whole picture. Having everyone in the room not only gives you the opportunity to get everyone on the same page, but it also allows you to address all the issues at once and get down to the root of the problem. Talking to everyone and seeing how your employees interact may be all you need in order to make the best decision for your office.
If you have a question you would like to ask, please CLICK HERE for submission. We will feature one frequently asked question a month.
In this segment we allow hiring managers to ask questions that will be answered directly by our CEO, Darcy Swift. This month’s question is: How to Handle Ultimatums from Employees.
QUESTION: A few months ago, I hired a new office manager and she has really been an godsend. She has made some great changes that has created a more efficient environment in the office. However, since her first week she has been persistent about me firing one of my employees that has been with me since I opened my business 5 years ago.
She was my very first employee and has been through it all with me. The new office manager says she has to fix the mistakes of my other employee daily and has recommended other candidates to take her place. Last week she urged me to fire this other employee again and gave me an ultimatum saying she can’t continue to do her job well if I keep my other employee. I don’t want to lose my new office manager but I also can’t bring myself to fire the one person that has been with me through all the high’s and low’s. What do I do?
ANSWER: If this employee means that much to you, then the office manager needs to understand that. She is a key person in the office. If she is making too many mistakes, then maybe she needs to be moved to another position that would be better suited for her. However, the main issue here is the ultimatum being made by your manager. She is attempting to put your back against the wall in order to get what she wants, which is a major overstep especially since you are her superior. If she so easily does this in her first few weeks, then she will do it again the minute she doesn’t get her way about something. Even if she is good at her job, you may want to take into account the manipulation happening here and reevaluate the situation as a whole and maybe her role in all of it.
The best way to handle this situation is to call a meeting with both employees and get both perspectives so you have the whole picture. Having everyone in the room not only gives you the opportunity to get everyone on the same page, but it also allows you to address all the issues at once and get down to the root of the problem. Talking to everyone and seeing how your employees interact may be all you need in order to make the best decision for your office.
If you have a question you would like to ask, please CLICK HERE for submission. We will feature one frequently asked question a month.