So I have a group of several individuals working as a team within my larger team. These employees sit away from me in another area that just houses those team members. One of the employees has a greater than average lack of self-awareness. This person has a low level of confidence in many areas of their job but has a specialty skill that makes them the subject matter expert for that skill amongst the group. One major issue is I'm new in this position and most of this behavior and the damage to the team occurred over the last few years and I'm just taking this on now. Employees aren't necessarily sharing these incidents with me as of yet, though I know the issues exist and some have touched on them briefly.
Because I do not sit with them, I do not often witness the behavior first hand, though I have on occasion witnessed it and I have no reason to believe that several people are collectively against this person for no good reason. These people get along with everyone else.
Some of the behavior complaints I am told happened in the past:
- Speaks loudly on the phone while talking about the area in which they are a subject matter expert
- Interrupting people
- Injecting themselves into conversations that they were not a part of while interrupting
- Delivery, this person may have information on how someone may do a particular activity in a much more efficient manner but they approach it as "You did it all wrong" therefore it's not heard and people won't go to them for help or information anymore
- Will often call out others wrongdoings in front of teams, everyone in the room notices except this person
- Tries to talk about inappropriate topics with employees who have clearly said they were not interested
- Will leave flyers or information about such inappropriate topics on employees desks for later, after they rejected talking about it
How do I address the behaviors I don't see when employees aren't likely comfortable enough to share them with me? When an employee has expressed having an issue with this person, is it appropriate to ask later how that relationship is going? I don't want to "dig" for information but I also want the other employees to feel they can come to me about the issues.