Orthotown November 2022 - 25

them or do it together.
It sounds like you need to meet with her and lay out the rules. Any changes or major decisions
must be approved by you before any announcements are made or anything put into place, and
you have to present a united front. This includes hiring and fi ring decisions. Your relationship
with your OM should be mutually supportive and you have to trust each other implicitly. You
have to determine if this is the person you can do that with and if things just got off on the wrong
foot or if you need to replace her. ■
6/14/2011
Yeah, I'm sure part of it is me, but it's not that I disagree in front of other staff members or
anything like that. It's that I rarely say, " No, let's do this instead. " And when I do, she feels that
she knows the right answer and I'm just getting in the way. But I have all of the info-like the
overhead numbers, my income, etc.-whereas she does not, so I really need to have her defer to me.
Diane, we do have a lot of part-time staff. And I didn't know about Charlene White's course.
That's a great idea! The problem is, I don't know exactly what the role of an offi ce manager is
either, so I'm not sure if I should just let her do what she wants or if I need to be comfortable
with everything. But it causes me loads of stress if things are happening in the offi ce that I am
not comfortable with, so I can't have that.
Let me ask: If an employee has a complaint about the OM, such as that she's being unfairly
harsh, would you allow the employee to approach you directly? My OM says this is undermining
her, and if an employee who doesn't like her goes to me and I try to intervene, I'm showing the
staff that the OM has no real authority. I don't think
it's a big deal: If the staff have a problem with me, they
can go to the OM, so to me it seems logical there has to
be someone they can go to if they have a problem with
the way they're being treated by the OM.
For instance, my OM sometimes thinks a staff member
is avoiding her and giving her the silent treatment. But
then I hear later that the staff member thinks my OM is
avoiding her and giving her the silent treatment. Which
means both of them are at odds, even though there was
never a problem to begin with.
To me, it makes sense that I should step in and talk
with them both and explain there's no problem. Or do
you think that by my doing that, I'm asking for a bigger
headache? I just don't want a staff member who's good
to quit over a misunderstanding or what they perceive
as unfair treatment.
By the way, I really appreciate all of the insight you
guys are giving me! ■
6/14/2011
Catch up on the rest
of this thread online!
This conversation carries on past
what you've read in print. Head to
orthotown.com/messageboards
and search " Talk Back to You " to
fi nd the full, unfi ltered discussion.
junsui
Member Since: 10/23/10
Post: 11 of 14
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