Just curious. If your boss or owner of your company told you while you were having some issues with other people at work that they were your biggest supporter, and the employee responded back - I’m confused why I need a supporter, my work speaks for itself. What would your reaction be as the employer?
My reaction would be that this employee is very naïve and not likely to advance in the company without mentoring.
My reaction is that this person thinks they don’t need to get along with their coworkers.
My reaction is that this employee is quite arrogant, and does not care about workplace harmony.
My reaction is that this person seems socially awkward and tone deaf.
Ditto. I think I would take many opportunities to let the employee know that teamwork is as important as individual excellence.
Um, do you work with one of my coworkers? I can easily imagine one specific person I know saying this.
“and the employee responded back”–to whom? The boss, to you? How? What did they say? Are you the employer?
If I was the boss and someone came to me complaining about someone else that has a great track record, I would make it known that their complaints are most likely without merit and maybe they should follow their work ethic. If something was of a personal nature I’d call both parties in and say “figure it out” and so-and-so “don’t waste my time anymore” or come up with a solution, it’s teamwork.
Okay, I’m not crazy. Good to know. Now to figure out how to break through. This isn’t a new or young employee, just an entitled one.
I think a sit down, direct conversation is needed. Sounds like the employee is defensive. If he/she really does do a bang up job in terms of quality of work, it would be worth the effort. Sure, the employee shouldn’t be defensive and abrasive but I’d encourage them to address what they are really feeling. It is hard for a lot of people to take criticism, especially if they do good work and are competent but less skilled at the office dynamic/office politics game, perhaps not in the office clique or whatever the issue happens to be.
I find it is always best to address it by talking up the employee’s good points, then addressing what they could work on, and then finishing by mentioning and reinforcing the the positives again. It’s a negative sandwiched between positives. Let the employee know why they are valuable but that you want them to maximize their success and steps they can take to do so which in this case sounds like fostering a better relationship with others in the office. It’s a combo of ego stroking but being direct and honest at the same time.
If the employee has been around awhile, does a good job, given fairly low unemployment and difficulty replacing employees, plus a whole host of other issues, it is worth working on. Every employee is different and has different motivations for working. What motivates this employee?
My initial reaction would be minimal (eg OK). As a former employer, small office 7 employees, it was critical for people to do BOTH their jobs AND get along. There were limits where only relying on one’s “work speaks for itself” in and of itself would not be enough and result in termination. I can’t describe these limits specifically as it was fact dependent. It rarely happened, but it happened.
I’d also add that any conversation about concrete areas/ways to improve should be followed up in writing. For two reasons - to document it but also for the employee’s own assistance. It’s helpful to have something in writing to go back and reread as one works on the goal. It’s easy to for people to hear things differently than what you intended. Having it in writing makes it less likely that your comments will be “heard” differently.
Speaking of goals, I think goal setting with employees every year can be productive. This can be done from both sides - employer set goals and self-directed goals - along with outlining measurable steps for accomplishing them and measuring success and outcomes.
I would think he or she is arrogant and not tactful.
I would think the employee was clueless and unskilled socially. But if the employee were doing good work, I’d try to help them in their weaker areas.
I would have to hear the comment. Hear the tone. It could be arrogance. It could be confidence. I can’t judge by words alone.
It could also be insecurity or some kind of emotional pain.
I also wouldn’t judge an employee who is performing well by one comment. Time to start a more in depth conversation.
ASD? ? (Sort of clueless to think you don’t need your boss’s support. )
My thought too, atomom.
Another who immediately thought of ASD.
I’d think they were at the end of their rope. I would also suspect that they viewed me, the boss, as part of the problem. And that they are naive about how the world works.
I would encourage this person to tell you more about what’s going on. The reality is that in most fields, good work is expected and often greases the skids for good relationships with colleagues (who also value it). If that’s not the case, something needs to be addressed.