How to Handle Colleagues Using Pressure Tactics to Avoid Work in the Office?

Hi,

One of my friend's colleagues is creating a problem whenever some work is pending with her. It is like, complaining about him, saying that he is not treating well, not talking well, and hurting me, showing bossism, etc., in emails to senior people. Basically, these are all pressure tactics to divert the focus to something else other than the pending work. This demotivates the employees who are sincere in their work because, since she is a girl, sympathy is usually extended to her, and getting support within the organization also seems difficult. Many times, people compromise on things. If it continues, the productive people will become demotivated. The main problem is that others have also slowly started using this technique. This is becoming a nuisance in the organization.

Can you please suggest how to handle such situations in the office?

Murali.

Hello Murali, why don't you talk to her and explain the situation. If possible, have both of them sit with you and have a discussion. By this way, she cannot bluff people, right.

Try to talk to her about her pending work and motivate her to complete the same.

Regards,
Karuna

Hi,

This has already been done, and it seems that she is getting sympathy while efficiently managing to cover the pending work and getting extra time to do things. One thing we have observed is that she is taking advantage of the situation and trying to make the issue known to everyone very quickly so that others come into the scene. The earlier others enter the picture, the more successful she is.

In my opinion, the solution is to let the team internally discuss and decide for themselves without involving others, whatever the situation may be. Seniors should clearly communicate, "If you treat people well, others will treat you well."

Murali.

Hi Murali,

In my considered view, the following actions need to be taken:

1. Talk to her in a one-on-one situation separately in an open-ended conversation. Address the issues one by one and seek her solutions. Then, express your concerns, including veiled threats of potential career damage and job loss. Counsel her on the fact that we all work for the organization and are compensated for the services we provide. Try to determine the reasons behind her unnatural behavior.

2. Ensure you have the support of your superiors before proceeding with step no. 1.

3. Avoid being harsh and emotional. Instead, be assertive and understanding.

4. If all else fails, as a last resort, start issuing written communications regarding pending tasks. Prior to this, obtain an Action Plan from her for the upcoming month in writing. Establish the number of days within which a document should be completed and request that a copy of each letter be forwarded to you.

5. Document her shortcomings in her Annual Confidential Report, but ensure the reviewing officer is aware. This will prevent any negative repercussions for you.

6. If she exhibits suspicious behavior, handle her case with extra care.

Regards,

Satish Kumar