INEQUITIES WITH “NEW HIRE”

Everybody's Uncle:

I have worked as a Paralegal for this attorney for 10 years. I started with her right out of college and we have come to develop an awesome work relationship. Both of us have small children and she understands when I need time off for school stuff as she does the same.

The law practice had become a bit larger and she decided to split my job. About 1 year ago, she hired a woman a bit older than me who was just out of school, but had no office experience.

As time went on I noticed the following problems: terrible grammar, spelling and letter writing skills (totally necessary for the job); attendance problems (in the first year she took 2 weeks in a row off sick, and now expects vacation time); has asked my boss about benefits that I didn't receive until my 5th year including bonuses, flex-time, medical/dental, insurance, and a retirement plan.

I have approached my boss about the various problems as they arose and she seemed to defend the new hire actions. At this point, the relationships between me and the new hire and me and my boss have severely declined. The last time I talked with my boss, she simply told me to work it out myself and she felt that I was causing the problem.

I do not feel that the new hire has the necessary training or skills to do her job and am stumped on what to do next. I have considering leaving, but feel that I have devoted too much time, total trust and loyalty to her and she should stand by me. Can you help? Should I confront the new hire directly? Should I leave? Should I let it go (easier said than done though)? Please help.

Thank you,
Beth Coldsnow


Beth,

"Awesome" business/friendship relationships often go sour. The bond of business is money (work exchanged for dollars). The bond of friendship is emotional (trust, warmth, caring etc.). In business / friendship bonds there are disparate expectations all around. Bosses and workers see things from different perspectives. Subjective evaluations of pay, work, and personal accommodations rarely coincide. Over a period of ten years sensitivities develop in spite of bonding.

Ordinarily, new hires come under the supervision of senior employees. Why the new hire was not your subordinate is up for speculation. If you are not responsible for her work, punctuation, attendance and grammar, do not be concerned about her performance. Your uninvited critique could be viewed as interference from both coworker and boss.

Her requests for pay, flextime, and benefits are not your concern. Conditions of employment are negotiated between employer and employee. The new hire is not hampered by friendship and is free to ask for anything she wishes.

Quote, "I have approached my boss about the various problems as they arose and she seemed to defend the new hire actions."

Which problems did she defend, bad spelling, poor attendance, or requests for benefits? The problem is your discontent, not her spelling. Identifying problems accurately makes resolution easier.


Quote, "The last time I talked with my boss, she simply told me to work it out myself and she felt that I was causing the problem."

Your employer has told you, point blank, that you are causing the problem. Working it out could be as simple as clarity of work assignments. If there is no over-riding reason to the contrary, request delineation of assignments. Isolating your work from the new hire's should reduce tension.


Quote, "I do not feel that the new hire has the necessary training or skills to do her job..."

Whether the new hire is qualified according to how you "feel" is irrelevant. Qualifications are best evaluated objectively not emotionally, by HER boss not her coworker.

"...and am stumped on what to do next."

What you do next is define your services to the "firm" and perform your duties professionally. Do not interfere with the new hire's work. If she is as incompetent and demanding as you suggest, give her enough rope to hang herself.

Quote, "I have considering leaving, but feel that I have devoted too much time, total trust and loyalty to her..."

Listen to the emotion, "feel...devoted...trust...loyalty..."
Business is business not a love affair. Employees are fired after decades of stellar performance - too old - new man will work for less - downsizing, too bad.

"...and she should stand by me."

She owes you a paycheck not fealty.

Quote, "Should I confront the new hire directly?"

On what? What has she done to you?

You are not her supervisor.
You don't have to answer for her work.
You have not been asked to critique her performance.
You are critical of her requests for pay/benefits (none of your business).
and
You have expectations of your boss beyond salary.

Note the number of "YOU's" in the above. Based on what YOU write, your problem is unfulfilled expectations. You have expectations of the new hire. You have expectations of your boss. Neither has to answer to your expectations.

Emotion has a high profile in your office. Step back and take a look at the bigger picture. You work for a woman with whom you enjoyed a good rapport for ten years. A new worker, perhaps less proficient, got some benefits more quickly than you did. Your situation did not change but you were upset by her "presence." You informed your boss of your concerns. Tension increased. Now you are considering leaving an employer with whom you have worked effectively for ten years.

Quote, "Should I leave?"

The time to leave a job is when there are better offers. Assess and address your emotional parameters before doing anything.

Quote, "Should I let it go (easier said than done though)?"

By all means you should let "it" go. "It" is the problem. "It" is your mindset. "It" will follow you wherever you go. Put "it" in its place and enjoy what sounds like a better than average workplace.

Everybody's Uncle
P.S. Jimism - "When all else fails, try honesty."
You might consider discussing this post with your boss.

Everybody,s Uncle...