My boss’s arrogant and pushy daughter is one of my
coworkers.
”
Belinda
”
orders us around and challenges anyone who disagrees. The
biggest problem, however, is that she gets involved in other
people’s work without asking permission or telling anyone.
Q:
My boss’s arrogant and pushy daughter is one of my coworkers. “Belinda” orders us around and challenges anyone who disagrees. The biggest problem, however, is that she gets involved in other people’s work without asking permission or telling anyone.
Recently, I politely explained to Belinda that we need to discuss anything she is planning to do in my area. She seemed to understand, but I discovered today that she has reorganized all my files without my knowledge. This is absolutely the last straw. How can I stop her?
A:
What Belinda seems to be lacking is a job description. As the boss’s daughter, she feels she has a license to insert herself into anything that strikes her fancy, so the solution is to define the nature and scope of her duties. Unless boundaries are established, Belinda will continue to run amok.
However, we seem to be missing one essential piece of information. Exactly how does your boss feel about the daughter’s intrusive activities? Your boss is the only one with the power to restrain Belinda, so her attitude makes all the difference.
If your boss seems receptive, suggest that office efficiency could be improved by clearly defining everyone’s role. Offer to help the staff draft job descriptions for her approval. Then, if Belinda continues to overstep, ask your boss to talk with her about sticking to her defined responsibilities. That will be much safer than complaining about her obnoxious personality.
Q:
I recently learned that one of our new employees has a bad work history, but I’m not sure what to do about it. I came to work here after retiring from my previous company. Although I have more than 15 years of management experience, I am not currently in a management role. However, people consider me the unofficial leader in the office.
Last year, I applied for the job of department manager but wasn’t chosen.
Prior to the new manager’s arrival, I participated in the hiring of an office secretary. Because I have a keen ability to read people, I did not recommend the candidate who was ultimately selected by management.
I have now learned from one of my many community contacts that this woman was involved in embezzlement and fraud while working at a small retail store. She was accused of making personal purchases on customers’ credit cards, but was allowed to resign when her parents agreed to make restitution.
This secretary has access to petty cash and a company credit card. I don’t know whether I should bring this up myself or have my source call the company. What do you think?
A:
I think your next step is pretty simple. This is clearly a management issue, and you’re not a manager. Therefore, you should pass the information along to your boss so that she can evaluate its accuracy and relevance. Having done that, you no longer need to worry about it.
