Question: Two weeks after joining a small medical practice, I was directed by the senior physician to switch positions with a coworker. My job involved filing medical records, while "Carol" managed the front desk. We were switched because several patients had complained Carol was unfriendly.
I was absolutely stunned and told the doctor I did not feel prepared to handle the reception duties. Despite my concerns, he moved Carol to the back office. She was very upset.
Now the environment has become tense and hostile, because Carol seems to feel I'm responsible for this change. She has said I should either do the job I was hired for or leave. How can I fix this?
Answer: Blaming you is easier for Carol than accepting the fact she has disappointed her boss. To help her recognize you played no part in this job swap, try making a direct and unambiguous statement.
For example: "Carol, I know you're upset about Dr. Smith switching our jobs, but I want to make it clear I was just as shocked as you. I did not want the front desk position, but he gave me no choice. I just hope his decision won't ruin our working relationship."
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If Carol seems determined to hang on to her anger, just continue to be friendly and helpful. Eventually, she may come around. Of course, considering her transfer was triggered by poor interpersonal skills, you probably shouldn't expect miracles.
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Q: I wonder if my boss is indirectly encouraging me to leave. He gave me only an average performance rating this year, despite the fact I met all of my goals and take great pride in my work. In my opinion, I clearly exceeded expectations.
Many completely undeserving people received higher ratings, because they are in my boss's "circle of friends." My career will go nowhere unless I become part of this group, which I have no desire to do.
Although I enjoy my job, I have no faith in my manager. I would hate to lose my benefits, but maybe it's time to move on.
A: If you like your work and value your benefits, don't jump ship too quickly. First, make an attempt to rehabilitate your relationship with your boss. Apparently, the two of you have different definitions of outstanding performance, but since he's in the power position, you need to find out what he expects.
The best approach is to ask one simple question: "What would I need to do to improve my performance rating next year?" Don't be surprised if the answer covers more than your work objectives. When evaluating people, managers consider not only quality of results, but also quality of relationships.
Your boss's favored "friends" may simply be those employees who are most supportive, cooperative and helpful. Although you've resisted joining this group, membership could be the key to resurrecting your career.
