I’ve want hire a new supervisor in a three person office and I am considering breaking one of the Manager-Tools’ pillars of management, temporarily. Specifically, I am contemplating not teaching the new supervisor about O3 meetings. I would appreciate advice from the MT community.
I taught and encouraged the previous supervisor to host the O3. The staff revolted. There was a clear lack of trust between the supervisor and the other employees. It seemed the O3 made things worse. I think there were several reasons for this: 1. The employees were very untrusting from the beginning. My firm was the third company to buy the business within the last three years; 2. I do not think the supervisor read this situation correctly and thus information obtained in the O3 was used in ways the employees found threatening. I believe the supervisor had good intentions, perceptions where clouded by the obvious lack of trust and misunderstanding. I used the MT method to “coach” this employee when I first started seeing these problems. It appeared to get better for a short period of time.
Observing a return to the dysfunctional situation, the deteriorating performance of the business and the severe lack of trust for me, the supervisor and my organization, I “encouraged” all but one of the staff to leave. I replaced these individuals with very positive, hard working folks who I believe to be the right people to build the business around. Within the last few weeks, I began to observe trust issues surfacing between the new staff and the supervisor. I believe the remaining employee is partially behind this turn of events. However, the supervisor was not helping the situation and, in fact, was fanning the flames with his erratic behavior. I “helped” him leave.
Immediately, business picked up and staff began working together, communicating and contributing to each other’s efforts. We are in the business of service even though we practice medicine. I believe the current staff “gets it.” I’m very pleased with the performance of the last few weeks. I want it to continue.
I want a supervisor in this clinic since I’m removed from the location and want a point person who is accountable and responsive to me and the parent company. But, I fear naming a supervisor and encouraging them to begin the O3 will cause another revolt considering the history.
I’m not sure breaking a major MT tenet is appropriate. Has anyone in the MT community experienced a similar situation? What did you do to obtain results?
Your advice and feedback is most appreciated.