Imagine a conversation between supervisor Gina and her supervisee Peter. Gina had observed several lapses in Peter's performance, including his being somewhat rude, dismissive, and abrupt with others, and received complaints from other staff about the same issues as well. She was also concerned that his apparent disdain for others was affecting the performance and morale of the entire work group. She really wanted to keep Peter in his position because he possessed certain technical skills that no one else did. But, she also recognized that if things did not change she would have to build a case for his dismissal. Below are some of the things she said to him during weekly supervision: 

 Peter, your performance simply hasn't been up to what we exactly here. People at our level have to set an example for others. You seem to have a chip on your shoulder. I don't want to talk about what has happened in the past that has led to these problems. That is history. We have to deal with the future. Let's clear the air once for all. We need to be clear about your work and your impact on others. I've heard several people describe you as "disruptive", "uncaring", and "detached". Others have complained that you have been downright rude to them. 

 

 What is your reaction to Gina's approach and language? 

How would you diagnose what is happening here?

 What advice would you give Gina in handling situations like this?

Answer rating: 100% (QA)

Regarding Ginas approach and language its clear that she is trying to address a pressing issue with her supervisee Peter She is straightforward focusi... View the full answer