November 2, 2009Reader Question: When subordinates abuse power
Meryl: I am a manager supervising several locations. To help me out, I delegated some of my responsibilities to employees who have leadership capabilities. They are doing fabulous jobs, except that they sometimes grant themselves favors I would deny them. I brought it up but it happened again. I’m afraid if I come down too heavy I’ll anger them and lose their support. If I allow it to continue, I might get in trouble with the director for ignoring procedure. What do I do?
Response: While it sounds like you’re being held hostage by these ladies, you’re really being held hostage by your own fear of anger and retribution.
Say:
- I rely heavily on you and am very grateful to be able to have you represent me when I’m not there. As my representative, I need you to understand and honor procedures that apply to all of us, including myself and you. I have noticed times when you do not stick to procedure, which is why I want to review the guidelines.
After the review, ask,
- Are the guidelines clear?
If there is resistance, let them know,
- If you continue to violate guidelines, it could result in problems for all of us with the Director.
Then say,
- Thanks. Let’s meet next week to review how you apply the guidelines to make sure our understandings match.
That last part is key – follow-up. Assume your meetings are simply to make sure everyone understands. It might be that they need to know that abuses won’t go unnoticed, and follow-up will have that effect, but if you take the perspective of the follow-up as being training, it avoids implying guilt.
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Most people feel that “Rank has its priviliges.”
Sometimes we forget that Rank has its responsibilities too.
Reviewing the guidelines is a good way of reminding your
staff what is expected from them. On the other hand, if more
than one person seems to be “bending the rules” maybe there is
a reason for it. Instead of seeing the delegated responsibilities as a management opportunity, do they feel that you are giving them extra work with no pay? In other words, what’s in it for them if they don’t have “official” recognition?
Comment by Phoebe — November 4, 2009 @ 1:44 pm
You make some excellent points. The point about extra work with no pay is really good. Sure, we don’t like it when people feel entitled to take advantage of power, but, as you point out, that sense of entitlement might be due to a feeling of being exploited.
Comment by merylrunion — November 11, 2009 @ 11:08 am
I agree completely with the advice Meryl gave and the comments posted already. Where this issue took me in my thoughts was how the economy has historically impacted how employees are treated. As our economy is currently experiencing some “trauma” I hope we will all take the opportunity to remember that a bad economy and a shortage of jobs is NOT a license to treat employees poorly. Both employees and employers need to remember that and continue treating each other with respect and demanding respectful treatment for themselves.
Comment by Kathleen — November 21, 2009 @ 4:39 pm