Review Friday, need advice

[ZumZum]

Ok, so I get o have my first review on Friday and I need to figure out how much I want to say.

The person who's job I essentially took (although I am higher ranked) seems to be having a hard time letting go. He is on the floor now, but always finds a reason to go in the stock room. Also, he is still doing duties that are now mine. It's infuriating.
He doesn't listen to me or any of the other higher ranked managers (ie: when we remind him he is supposed to be on the floor).

It also seems that I have been brought in to "shake things up". My boss will tell me some rules that need to be enforced. For example, no gum chewing on the sales floor. However, it only seems to be me enforcing it. None of the other managers say anything.
That is only one example.

I am concerned that my feelings will be dismissed. The other managers agree with me about him, but I feel like they are waiting for me to do something about it.
I work with a bunch of non-confrontational people. Not that I am looking for a confrontation, things just need to change.

Ugh. Thanks for any input.

[Chanlin]

Yay for reviews.

Not knowing how much your higher ups expect of you I can offer a few points of advice.

IF they expect you to be the one in charge and making the decisions then tell them what you have observed. Start each concern with, this is what you told me, this is what I've done, this is the result. Then if you have a solution or and idea of what you think needs to be done, say This is what I think should be done.

It also never hurts to follow up a this is what I think statement with a question of "Do you agree?" "Or would you have me do it differently?" This basicly shows that you have your own ideas of how things should be done and you're not just rolling over

On the specific points you brought up.

The problem employee. If it's your job to hire/fire then suggest to you higher ups that you are going to give him a warning and then let him go fo insubordiantion. That is assuming that is what his behavior warrants. IF it is not that serious, OR if its not in your authority to make a decision to fire him then simply inform your higher ups what has been happening and then ask if, or what they think should be done.

As far as the gum chewing point goes, or any other rules that are being broken those can be a little more touch and go. Usually rules like these already have a set discipline. IF there are many rules being broken and are being ignored when you tell your employees to stop breaking them then suggest the current disciplines are not enough. Again if it is within your authority to do suggest new disciplines, such as pay being docked or certain privleges being taken away until the behavior is corrected.

The most diplomatic way to bring such things up as far as questions go would be something like this, maybe not so cookie cutter but...

"You asked me to make sure certain rules were being enforced. As it stands now we have been doing our best to make sure the rules you set down are being enforced(optionally just spell out exactly what you have been doing and what the result has been). However, it seems that the employees are ignoring us (or whatever it is might actually be happening.) Do you think we should continue to try and enforce it (leave this out if its a dumb question) Or is there some other way we should approach this issue?"

The basic idea is to make it look as if you are doing something about it, IE your suggestions, and at the same time to ask questions to show that you are concerned that you are doing your job not only correctly but in a manner that your higher ups want it to be done.


I'm sorry if I played captain obvious on any of this and I hope this helps you.

[ZumZum]

Thank you. You made some excellent points. As you can see by the time of my post, it was very late (or early, depends on how you look at it!).

I do apprecitate it, really. Now that I am more awake I can start to gather my thoughts. I will definitely put to use some of your suggestions.

Thank you.

[BookstoreEscapee]

As far as the problem employee, are you his direct superior? If you are not, it is the other managers' job to deal with him, whether they like it or not. And, as far as I'm concerned, especially since he seems to feel you "took" his job, if you are his superior, the big boss needs to make that clear to him, because unless he sees some greater consequence for his not doing the job he is supposed to be doing NOW, he's just going to go on doing what he's doing.