How do i deal with a to be defiant employee

Question

I was recently promoted to supervisor with my unit and my previous supervisor is now working within another unit. One of my employees that report to me directly is of the same race and religion and they speak the same language, I’ve noticed that when I assign work to my employee, giving her detailed guidelines on how the project should be done. She goes behind my back and questions my procedures with my ex supervisor who is no longer within my unit. I am one that always follow the companies policies and procedures, I have no clue as to why she would go behind my back and ask how something should be done when I am instructing her on the policies, procedures and practices I myself have learnt from my ex supervisor. Secondly this lady is beginning to question my authority directly to my face and is trying to prove me wrong in ever step I make etc. What do I do, how do I nip this behavior in the bud before it gets out of hand.

Answer 1

question your authority how?  is there any chance you could just be overreacting?

Answer 2

ask for a 3 way intervention (with human resources sitting in  --listening and mediating)

whoever shows the most concern for THE COMPANY (and not her individual "self") is the one who will appear (to HR) to have the most integrity and then you can get HR on YOUR side! also, if the person gets huffy and gives bad answers while HR is watching, then HR will be less likely to view that person as having integrity so keep your cool and give good answers! prepare prepare prepare

Answer 3

In most cases, the purpose of discipline is to instruct and correct rather than to punish.  It is your responsibility as a supervisor to explain to the employee those areas in which he or she is expected to improve, to make suggestions about how to improve, and to allow time for the employee to make improvements.  

Documentation during this process is essential.  Make sure the employee's evaluation does not contradict your disciplinary documentation.  Be consistent in your practice and apply fairly to all employees.

Verbal warning - When you become aware of a problem, promptly speak to the employee, taking particular care to specify the deficiencies you wish to see corrected and how corrective action is to be undertaken. Have as many additional discussions with the employee as seems appropriate under the particular circumstances. Usually, at this early stage, the employee should be given advice and guidance rather than a reprimand.

Written warning - If, after a reasonable period of time, there is no improvement, or insufficient improvement, write formally to the employee explaining the reasons for your dissatisfaction with his or her conduct.  Be specific with examples of corrective actions.

I also recommend working with your HR Director or Manager.  

Answer 4

You are the Boss ?  Who is in charge of hiring and firing for your department ? You ? If so, call your personnel dept and ask that she be removed from your department or fired from her job.  Either way she is no longer welcome .

Answer 5

Sounds like someone wanted the position you got!

Do you have a supervisor you can talk to?  You may need to get the person transfered or fired.