Over enthusiastic employee becoming a nightmare!

[Julie Foster]

I am just posting this as I need to work things out and thought I might get some sound advice from others here.
I employed a manager for the company 18 months ago. She seemed really good at the outset and was reliable forward thinking and enthusiastic. However she is filling the place with her tools, and other 'stuff', equipment that we don't need. She is also working excessive hours and is reluctant to take any holidays as she lives on her own. I know I have to deal with the situation quickly as she is in danger of undermining the business. It feels like she has taken over and I am going to have to assert myself as a manager any advice would be appreciated as I know this cannot continue.

 

[sirearl]

Has she increased the profits of the business.

 

[Julie Foster]

To some extent she has increased the profits of the business. In fact at start up she had some great ideas that have really worked well for us.

 

[Deleted member 226268]

HA .. Karma !

Most employers whinge and moan about their crap and useless employees that they find themselves stuck with.
Now here is the opposite situation.
If her methods are making profits for the business, how is she undermining the business ?

Maybe it is more of the case here, that it is you who feels threatened by her enthusiasm and efficiency.
The only danger of undermining going on here is that she is highlighting your own failings.
You should be helping and encouraging her.

If she is spending your money on "stuff" you don't need, tell her to confirm with you before purchasing anything.

She is obviously keen to feel wanted and needed in her job,
seems that her job is all she has in her life right now.

You have to ask yourself if you would have the same enthusiasm as this person if your roles were reversed, where it was you placed in her situation.

Or how you would feel if you had employed a crap and lazy employee instead of her.

What "advice" do you want here ?
Sack her ?

.

 

[James1980]

The only danger is that she might "burn out" from working too hard.

 

[Tom McClelland]

It is a struggle for an outsider to see why this is a problem. Maybe she should be employing you!

It may be a good idea to formally encourage her to take her holiday, but I don't think that she is required by law to take it unless there is danger of exhaustion or psychological damage from overwork.

 

[The Byre]

As David Ogilvy said "Find someone who is better at something than you are and let them get on with it!"

You really have to outline how this wonder woman is undermining the business!

 

[kelvin1950]

This is not rocket science. Sit down and talk to her about your concerns. Maybe take her out to dinner so you're both away from the distractions of the office.

 

[Latebloomer]

Dear Julie,
When I need an employee please kindly send me her details. I am more than willing to get someone who is increasing profits.
Is she undermining the business or undermining you?

 

[carl.atkinson]

I don't really understand the problem and what type of advice you are hoping to receive. If this i really just about communication between the two of you, only you can address that. If there is some other point for example her refusal to take holidays. It would be helpful if you would clarify. The employer could require her to take holidays part of their duty of care for example.

 

[beasty]

Sounds like a terrible situation, i see your problem having an employee working hard and bringing profitable ideas to the business has to be stopped.

I have no words only smilies

 

[mckellar]

it's really not a 'problem' as such. Maybe you just need to be casual with her and almost joke that she has been excellent but must be in need of a few extra days off?

as long as she isnt annoying customers, i can't see a problem, only a benefit to being pro active

 

[paulears]

why? She is using her own tools, and working long hours and working hard. Is she good at her job? Why does this undermine the business. I'd kill for somebody like that! Does it matter if she fills the place with stuff you don't need - but presumably she does? You are the manager and she is the manager? Er, who is in charge then?

Are you sure she's not just working harder than you?

Obviously, if she is burning herself out then as a responsible employer, you need to think of her health, but maybe she just really enjoys her job and is not motivated by money or hours.

I don't quite understand why this undermines the business- isn't it like getting one and a half

 

[Tom McClelland]

I wonder if we're being a little harsh to the OP. We're not seeing the problem here, but clearly the OP does see a problem or they wouldn't have posted about it, so perhaps the nature of the problem isn't made clear in the original query. What, exactly "cannot continue". Surely you don't want to prevent an employee from working hard and using their initiative to improve the business and your profits. Seriously, perhaps you should ponder offering a properly structured and contracted partnership (or some shares if Ltd) unless you've come to dislike the employee intensely, for some reason.

They sound like an ideal candidate for equity participation. Working long hours, buying your own kit, and taking initiatives to improve the business are the characteristics of an owner rather than an employee.

 

[carl.atkinson]

Tom don't you think that there is a responsibility on the OP to articulate their problem clearly? If they don't do so (which seems to be the case here) I don't think that it's harsh if other commentators point this out.

I very often meet people who ask for my advice without thinking through their problem and establishing exactly what they want to know. Then when they begin to go through that process the solution is often readily apparent.

 

[Newchodge]

You need to sit down with her, away from the office, and discuss the areas that are causing you concern:

Storing her belongings, even if they are tools, in your premises when they are not required for the business, is an issue, and you should ask her nicely to remove them as soon as possible. Perhaps establish if she has a problem with storage at her home, and perhaps find a compromise solution.

The law requires that she takes at least 4 weeks' holiday during the leave year. Point this out to her and ask when she would find it most convenient to take them. Also point out your policy on carrying over holidays that are unused. She must get at least 5.6 paid leave per year, and your policy should state what happens to unused leave. It is normal to allow 5 days to be carried forward, and for the remainder to be lost. If you don't have a holiday policy you need to get one established, along with the other employment policies and procedures that you need.

Excessive hours are also a problem. Point out that you agree with the theory, which is probably true, that the more ours worked the less productive those hours become. Discuss proper start and finish times and try to find out why she feels the need to do more. Is she worried about appearing uncomitted? Is she frightened of mssing something, or is there another issue?

Good luck. If you need help drawing up policies and procedures please feel free to drop me a PM.

 

[Julie Foster]

Ass this was my first post here I guess I haven't really articulated the problem effectively.
To answer some responses:
Yes she is at work for long hours but she is not productive until about lunch time and then she is working late, and will come in at the weekend to catch up, we have discussed it and she doesn't see the problem. When she works late and on Sundays, she is working alone with tools .....a health and safety issue.
Her lack of productive work during the day is an issue as other staff are working and she is sitting around drinking tea etc.

She is bringing in her own things that she wants to fix, but we are so busy they don't get fixed and we are short of space, I spend week after week asking her to remove them, sometimes she does and sometimes she doesn't! It seems she will not respond to my requests until I get quiet angry or fain anger then she sulks and does move things.

I am worried about the repercussions of her not taking annual leave, if she has a breakdown her family could say I have caused it by allowing her to overwork.

Newchodge has made some valuable suggestions which I shall consider.

The tools situation is difficult because should anyone else you them she shouts at them for using her tools which is beginning to cause problems...and I have got to the point where I am not sure which tools are ours and which are hers so I need to go through each one with her and our inventory.
PAT testing electrical items on site will be an issue as I am basically responsible under H&S for all equipment .

It is not a case of sitting down and having a chat with her I have done that over and over again with no results, we have joked about it, we have had nice discussions but she completely ignores me, until as I have said I get angry.

Whilst I recognise the responsibility of managing her I really don't want to spend my time doing inventories and getting angry.
She is not showing me up because she is working long hours she is almost putting two fingers up to me in the nicest possible way and alienating other staff.
The question is at what point do you stop being nice and start taking disciplinary action for what, on the surface appears to be a hard worker, but underneath is something queite different I suspect!

Once again thank you for all your comments

 

[kelvin1950]

18 months means you are within the 2 year window for dismissing her. It's really not working out and your other staff will feel better if she's gone I suspect.

 

[MOIC]

Put whatever you feel is wrong in writing.

Arrange a meeting to discuss these points in a friendly but firm way and point out to her how it may be affecting the other staff and if you feel, your business.

After the discussion decide what should be done.

A written warning of some sort related to the issues seems appropriate after the discussion.

Get professional advice before you feel you want to sack her.

I'm not sure that's the best course of action, as to be frank we do not know the whole situation, only snippets, which is not helpful.

Good luck anyway.

 

[Newchodge]

Her work pattern may be indicative of a problem in her personal life. Does she have a problem that makes her unable to function in the mornings, but allows her to recover and function normally by lunchtime? Heavy use of alcohol may lead to that kind of work pattern. If so it is likely to be a problem that will get worse. You really do need to deal with that.