Whiner from another department is driving good employees nuts
For some folks, whining is the national pastime.
It makes no difference how well things are going, they always have a gripe.
Obviously, whiners can poison the well. But even in a place where employees generally ignore the whiner, it can still disrupt productivity.
That’s the situation manager Susan Baker found herself in when a whiner was driving one of her good employees to distraction.
Don’t want to listen to her
Susan had just dropped two quarters in the vending machine when she noticed Ken Moore, one of her best employees, parked in the corner of the break room poring over spreadsheets.
“Ken, why are you working in here?” Susan asked.
“It’s quiet,” Ken said. “And I don’t have to listen to Karen bitch and moan.”
Wandering Whiner on the prowl
“What do you mean? Karen doesn’t sit anywhere near you. In fact, she works in a different department. How could she be bothering you?” Susan asked.
“Well, the Wandering Whiner likes to take her breaks in Alan’s cube, which is right across from mine,” Ken said.
“She plops down and in her ridiculous in-your-face style – starts spewing out her latest gripes.”
“Like what?”
“She deserves a bigger raise. The CFO is an idiot. The free coffee sucks. You name it.” Ken said. “She even bad-mouths our department and has a few choice words to say about you … and you’re not even her boss.”
Gets on my nerves
“Why doesn’t Alan tell her to take it elsewhere?” Susan asked.
“C’mon, nothing bothers Alan. Everything rolls off his back,” Ken said.
“I think he sees her as comic relief.”
“And you?” Susan asked.
“She gets on my nerves. This place isn’t perfect, but I like my job. I’d love it a lot more if I didn’t have to listen to her. I get steamed every time she starts spouting off. When she drops in for a visit, I have to move. I just want to do my job in peace without having to listen to her nonsense.
The Big Question
Susan pondered what she should do. Karen wasn’t her employee and she didn’t seem to be hurting Alan’s performance. But Karen was clearly having a negative impact on Ken.
If you were in Susan’s situation, what would you do? One of the ideas below offered by our readers might provide some guidance.
Make a decision: Stop whining or leave
I’d immediately sit down with the whining employee. I’d take corrective action approach with her. I’d explain how her actions are causing a hostile work environment. When one person is complaining, others begin to think that the whiner knows something they don’t. And this can lead to numerous problems. I’d take a hard line and tell her she has to cut it out. Since the act of complaining was pervasive, I’d be tempted to send her home and tell her to think it over. When she comes back she’d have to make a decision to either stay with the company or move on.
Kay Adams, HR Director, Resurgence Orthopedics, Atlanta
Catch more flies with honey than vinegar
I’d pull Karen aside and have a heart-to-heart conversation. Since this is the first time I’ve heard of the problem, I’d ask why she’s been complaining. It’s important to find the root of the problem. She may not have a big problem with the company. It could be a personal problem that she brings to work, which manifests in whining. I’d approach the situation delicately, and try to get to the heart of the complaint. Being adversarial with her would only complicate the situation.
Connie Claggett, HR Supervisor, Berwick Steel Company, Columbus, OH
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