Depression and ADA
![amercy](http://blr-hrforums.elasticbeanstalk.com/plugins/DefaultAvatars/design/OrangeAvatar.jpg)
I have a Customer Service Supervisor that makes her team cry and they hate going to her to ask questions. She intimidates them, she yells, she does the tone change, and she outright refuses to help them to take an irate call. She says, "They are Customer Service Reps and they should be able to handle the calls."
Well, she was reprimanded and when her manager met with her she stated, she was clinically depressed and needed to do something about it. Now, the manager has decided if the supervisor needs to have a dialogue with anyone from the team the manager would be present.
I think this can lead to a lot of trouble. Please give me your input.
A~
Well, she was reprimanded and when her manager met with her she stated, she was clinically depressed and needed to do something about it. Now, the manager has decided if the supervisor needs to have a dialogue with anyone from the team the manager would be present.
I think this can lead to a lot of trouble. Please give me your input.
A~
Comments
Good luck -- it looks like rough sledding ahead.
James Sokolowski
HRhero.com
The 'manager' has effectively neutered the supervisor with that decision. Not a terribly effective management move.
>her team cry and they hate going to her to ask
>questions. She intimidates them, she yells, she
>does the tone change, and she outright refuses
>to help them to take an irate call. She says,
>"They are Customer Service Reps and they should
>be able to handle the calls."
This is a supervisor that needs neutering. If your intent is for the manager to observe the supervisors behavior when dealing with the ee's and then provide guidance on how to improve then I think you are doing the right thing. If they can't improve, drop the ax.
Maybe it's a little late, but I think it's positive that the manager is now wanting to do their job.