Related Posts
What do you wear WFH?
When the partner checks in on the junior associate

Please do not show to client before Partner review!

More Posts
Hasta lunes, Miami

Who doing wine Wednesday?🧐
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.






Simple: she doesn’t like working with you. You may have done something that you are not even aware of. I suggest having an honest convo with her
I would document each interaction: date, time, what occurs?, and any other witness. From my HR point of view: the more witnesses, the better. This way it’s not he said she said type situation.
Would you complete her performance review? If not then I'd push back on managing her because you have zero authority. If so, you can start gathering feedback from others at various levels she works with and ask specific questions related to her job including if they feel they receive reasonable support when she teleworks and why/why not. Also document when you assign something on if she meets it or not. All this information will build your case for being able to put her on a PIP and if improvement is not done and sustained then you have grounds for termination she'd find hard to fight.
An open conversation with her and your supervisor to go over expectations and hierarchy.
Get some trust outside perspective from someone from within your company you trust. They will help you frame how to bring this to your direct manager so you can plan to address it. If there are issues now don’t take those into managing the person. Save yourself the stress and create a plan to address
Tough situation. I would speak to in openly. Or perhaps go to another HR person on your level on how to handle. Also, set clear define deadlines for her. Let her hold herself accountable. Document everything. If she is struggling let her be the one to ask for help. Just make it clear if she needs help to just ask you.