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That’s part of what being in management means; the job expectations include not undermining the management team you’re a part of.
In a case like this, though, the situation is so over-the-top outrageous that you’ll lose credibility (and integrity) if you did that.
You could probably stir him into action by making that path harder — meaning that you and other senior managers band together and insist that he address the problem.
That means not requesting, but saying as a group “we will no longer work in these conditions and we need a solution this week because it’s intolerable” — and continuing to press him until there’s a resolution.
She talks to the staff like they are children and can be incredibly insulting.
While the entire management staff is frustrated by these problems, our CEO doesn’t see it, or refuses to acknowledge it. She saw two employees leaving for lunch and called after them, “Don’t make it a liquid lunch!
Is he generally wimpy and one to avoid difficult conversations? Because really, as awful as she is, the fact that your CEO — the person with the power to stop this — isn’t doing anything means that he’s actually more of the problem than she is.
We found someone with decades of experience, but she had moved jobs every two years. But it quickly became clear why she never lasted very long!
She is a compulsive liar and retaliates viciously against anyone who challenges her.
We figure there isn’t much we can do about her except give her enough rope to hang herself.
But in the meantime, how do we professionally handle the complaints from our staff members? How do we make them feel they aren’t at risk from her horrid behavior? This is all outrageous behavior that would warrant firing her.
But when I’ve tried to confront her, she just lies to me too.