I have an employee who has a tendency to inform me rather than ask for permission when he wants to do something or work on special projects which requires travel. This employee is continously "back-dooring" me and others to get his way. He uses the auspices of "I informed you" rather than seeking permission in the first place. What should I do?

Great question Arch, and your challenge is not an uncommon one by any means. This issue essentially boils down to one of mutual trust – or lack thereof. If, despite his maverick work-style, you can trust this guy to do the right thing and deliver the goods then you don’t really have much of a problem. If there are negative consequences to his free-spirit then I suggest pulling in the reins quickly with a very targeted conversation outlining why his behavior is problematic – even if it’s not impacting the business, it could be undermining your authority and ability to lead others on your team, for example. Clear expectations / ground rules for project work beyond the boundaries of his formal job must be established. It’s very possible that your problem-child has something to hide – are those business trips for reasons other than business? Who knows, but certainly putting restrictions around travel expenses and protocol into booking trips would force him into a mini-business case every time this guy wants to embark on a pet project. The other, over-arching consideration is how much this guy is contributing to the big picture – are the things he’s focused on the priorities for your business right now? If not, you run the risk of enabling a wayward employee by allowing this behavior to continue. Please contact us through our website if we can give you more specific tips on how to handle what I would consider to be an essential conversation with this employee.

i have a manufacturing specialist working under me whose attitude towards work given by me outsieb her regular work area is badmshe does not replies to me in a respectful manner & usually does not show much interset in her own work also or in the improvwment of her or other ms performance, she is more interested in all other activities accept the work which i want from her

If her attitude is fine inside her regular work area, it sounds as though she may feel that she is being asked to do something for which she is not being compensated, or that simply is not part of her job. That’s an easy fix, because all you need to do is talk about it. Get her point of view and create a clear understanding around what is (and isn’t) expected from her. Having this conversation will no doubt also provide you with the perfect opportunity to address her attitude should she approach you disrespectfully. Remember though, respect begets respect. You make the first move. I promise, you won’t be sorry. You may also want to talk about all those other activities that seem to be so interesting to her. Maybe there is a way to use them to better connect her to her work. And lastly, the most helpful thing I can suggest is that you write a job description that is tied to a broader performance evaluation system. It’s amazing how quickly things turn around when the right communication and reinforcement tools are in place. It never fails. I see it happen all the time.

Exec. secretary, is always leaving the workstation, she picks up mail, charts, etc, which another sec does. The exec. sec, always return from these errands 20-30 min. late, During lunch time she gets an hour lunch and return 15-30 later. Our director will come and ask either me(office manager) or another secretary where the Exec Sec is at. The director wants me to handle this problem. I have never been in a situation to deal with another supervisor employee.

Definitely talk to her and explain that she is not adhering to the schedule that everyone else is and that as a result, she is having a negative impact on the organization and the people in it. Don't let emotions get involved, just say it like it is.