I am an administrator in a company of about 100. I love my job and have had some fantastic opportunities since I started working here 18 months ago.
Challenges with a Colleague
However, when I started, I was advised that I would have to work very closely with another administrator, and it was a requirement of the job that I would be able to get along well with her. Since I started with the company, there has been a personality clash between us. She is very ambitious and not afraid to speak her mind. She is quite confrontational and bossy. On several occasions, I have heard her discuss confidential information with other employees. However, despite this, I have always been very professional and never indicated my dislike to her.
Impact on Work Environment
Although I am not personally intimidated by her, I am stressed because she has a very good personal relationship with my manager who, in turn, has a close personal relationship with the HR manager.
Differences in Work Roles
Although we do not cover the same type of work (she's facilities admin and I'm general admin), I sit quite close to her, and throughout the day, I have to listen to her on the telephone organizing her social life and discussing other individuals.
Concerns about Workload and Recognition
Because of the nature of her job, the little work that she does is quite obvious. For example, if the heating goes out, then it's obvious she has had it fixed. However, when it comes to daily work, she doesn't have anything to do. I work very hard and am very dedicated to my job and very good at my job, but I find it very disheartening and distracting to sit there and see that she spends her days on the internet and telephone until the next problem arises.
I am so committed to my job, and she does very little; however, she gets the recognition and remuneration that somebody who really contributes a huge amount to the organization.
Seeking Advice for Annual Reviews
Our annual reviews are due shortly, and I was wondering if there is a way I can address this problem with my manager without creating conflict. I feel if I come straight out and discuss it, it may filter back to her via her friendship with my manager. I don't feel I can go over my manager's head due to her friendship with the HR manager. Any advice on how to address this issue would be greatly appreciated.
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Challenges with a Colleague
However, when I started, I was advised that I would have to work very closely with another administrator, and it was a requirement of the job that I would be able to get along well with her. Since I started with the company, there has been a personality clash between us. She is very ambitious and not afraid to speak her mind. She is quite confrontational and bossy. On several occasions, I have heard her discuss confidential information with other employees. However, despite this, I have always been very professional and never indicated my dislike to her.
Impact on Work Environment
Although I am not personally intimidated by her, I am stressed because she has a very good personal relationship with my manager who, in turn, has a close personal relationship with the HR manager.
Differences in Work Roles
Although we do not cover the same type of work (she's facilities admin and I'm general admin), I sit quite close to her, and throughout the day, I have to listen to her on the telephone organizing her social life and discussing other individuals.
Concerns about Workload and Recognition
Because of the nature of her job, the little work that she does is quite obvious. For example, if the heating goes out, then it's obvious she has had it fixed. However, when it comes to daily work, she doesn't have anything to do. I work very hard and am very dedicated to my job and very good at my job, but I find it very disheartening and distracting to sit there and see that she spends her days on the internet and telephone until the next problem arises.
I am so committed to my job, and she does very little; however, she gets the recognition and remuneration that somebody who really contributes a huge amount to the organization.
Seeking Advice for Annual Reviews
Our annual reviews are due shortly, and I was wondering if there is a way I can address this problem with my manager without creating conflict. I feel if I come straight out and discuss it, it may filter back to her via her friendship with my manager. I don't feel I can go over my manager's head due to her friendship with the HR manager. Any advice on how to address this issue would be greatly appreciated.
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Dear Colleagues,
The issue raised by Molly brings to mind a fundamental issue of subjectivity in the workplace: "There is no way we try to share a fried egg; someone will always have the lion's share."
However, there is hope for those who fall into this category—they need to brush up on the concept of Diversity Management. We, as practitioners, need to adapt to different human natures by understanding them, as long as the code of operations is not obviously violated. We are expected to work with employees from diverse backgrounds, experiences, and orientations.
The assignment given to the HR or Administrator is expected to be carried out faithfully, regardless of who is favored by management. In the end, the productive officer will excel and stand out when a more objective-minded line manager comes on board. I would advise that we keep faith, and in the end, good will always triumph over evil.
Thanks.
From Nigeria, Lagos
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7The issue raised by Molly brings to mind a fundamental issue of subjectivity in the workplace: "There is no way we try to share a fried egg; someone will always have the lion's share."
However, there is hope for those who fall into this category—they need to brush up on the concept of Diversity Management. We, as practitioners, need to adapt to different human natures by understanding them, as long as the code of operations is not obviously violated. We are expected to work with employees from diverse backgrounds, experiences, and orientations.
The assignment given to the HR or Administrator is expected to be carried out faithfully, regardless of who is favored by management. In the end, the productive officer will excel and stand out when a more objective-minded line manager comes on board. I would advise that we keep faith, and in the end, good will always triumph over evil.
Thanks.
From Nigeria, Lagos
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Hi Molly, What I have seen is that sincerity towards work pays not only with money and kind but also with satisfaction, which I don't think anyone can buy. Although it's always a good idea to discuss things and get everything out in the open, in this case, since your manager is partial towards that other employee, it may inadvertently cause a conflict. The better approach would be to continue with your good work and remember that good work always pays off in the long run.
Regards
From India, Gurgaon
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Regards
From India, Gurgaon
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Hi Molly, glad to read that there are people who share their emotions. I concur and also appreciate your 18 months of dedicated service to the company.
It is rightly said to clarify things openly through discussions. But, considering the characteristics of the people you were referring to, I can only say that it is time for you to be more patient and empathetic.
Let the wind blow in its style, but you continue to contribute your good efforts to your company. Just believe me, it is always your gratitude for the work you perform that would pave the way to success. So, my suggestion would be—don't make a sound of the issue, address this to your boss. But, continue your good efforts, wait for the appraisal, let it be done, measure the respect/rewards your efforts are given, and then take a call for CHANGE.
Maybe you can just have an early morning walk down your lane, sit in a lush green lawn, make yourself comfortable with the environment around, and analyze the past (your contributions to the company), the maturity you gained through the 18 months of experience, the abilities you have, and the capabilities to which you have grown. Get back to your workplace, ignore the deeds of your colleague with a peaceful smile on your face, but for sure your thought process should be that you need to pace up your learning, contribution to the company, acquire additional knowledge strengths in the domain of your colleague too, and make yourself EMPLOYABLE at all times.
Believe me, your good efforts will always earn you the golden fruits. Because it is only the GRATITUDE towards the work that makes the difference.
Your well-wisher and professional supporter,
Shankar Anappindi
[Phone Number Removed For Privacy-Reasons]
HR Executive
KARVY Group
From India, Visakhapatnam
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It is rightly said to clarify things openly through discussions. But, considering the characteristics of the people you were referring to, I can only say that it is time for you to be more patient and empathetic.
Let the wind blow in its style, but you continue to contribute your good efforts to your company. Just believe me, it is always your gratitude for the work you perform that would pave the way to success. So, my suggestion would be—don't make a sound of the issue, address this to your boss. But, continue your good efforts, wait for the appraisal, let it be done, measure the respect/rewards your efforts are given, and then take a call for CHANGE.
Maybe you can just have an early morning walk down your lane, sit in a lush green lawn, make yourself comfortable with the environment around, and analyze the past (your contributions to the company), the maturity you gained through the 18 months of experience, the abilities you have, and the capabilities to which you have grown. Get back to your workplace, ignore the deeds of your colleague with a peaceful smile on your face, but for sure your thought process should be that you need to pace up your learning, contribution to the company, acquire additional knowledge strengths in the domain of your colleague too, and make yourself EMPLOYABLE at all times.
Believe me, your good efforts will always earn you the golden fruits. Because it is only the GRATITUDE towards the work that makes the difference.
Your well-wisher and professional supporter,
Shankar Anappindi
[Phone Number Removed For Privacy-Reasons]
HR Executive
KARVY Group
From India, Visakhapatnam
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