OCD Co-Workers (VENT)

[iheartmaytag]

There have been occasions in life that I have been accused of being OCD. It is a conditon I work on, and in most cases can function in life with medications.

So you would think it would be easier for one who used to have to have the coffee table perfectly aligned with the sofa and the throw rugs perfectly aligned with said items.

The first thing I realized is: It takes too darned much energy to try to be perfect all the time. I had to let go in order to enjoy life a little.

So here lies my delima. I have a new co-worker that started in December. She is extremely rigid in everything she does, hence she nit-picks every item that goes across her desk. She is holding up paper flow on small items that aren't necessary for the approval of our assessments. She sits on them refusing to send the approval to the state until the case manager gives her the correct answer. Twice last week I had a supervisor come to me asking that I override her (co-worker's) input and approve the assessment before medicid closes the case as we only have a limited amount of time (14 days from intake to approval) to have everything done. She had sat on it for eight days and it would close if not approved in another four.

We had a big blow up in which she advised me that I (the person responsible for training her) was "Stupid" and she "would talk to someone that knew what they were doing."

Understanding that OCD personalities have to have control to be in their comfort zone, I don't know what else to do. My, (our) supervisor was out all last week, so I was just able to report the incident to him today. She currently is not speaking to either myself or the other supervisor that requested the override.

I want to just tell her. "Look, I can't help it that the house fell on your sister, and I don't care how many devil monkeys flys out of your ass the shoes are mine fair and square."

Talk about tight cheeked. If you shoved coal up her keister I swear she would crap diamonds.

We have to work together, it's part of the job. How do you work with someone that won't even speak to you? Like if I wanted this crap I would get married.

 

[mattl]

If she does not do her job, and a case is closed, what impact does that have on you? Document that you told her this had to be done by a certain date, and if she fails to do it, let it fall on her. One or two major screw-ups on her part and she will be gone.

Just make sure to CYA!

 

[toggleswitch2]

Dont hurt her or her career, but one doesn't have to cover up for or compenste for her mistakes either.

Those who don't bend, break. She will eventually be confronted by reality.

Have someone else train her also, and walk away with your head up high knowing you took the high road and did the best you could for her.

Good luck.

 

[maytagbear]

Liquid lunch

is what's called for.

Either a great big milkshake, or a great big slug of scotch (or whatever). At the moment, I find great solace in McDonald's hazelnut iced coffee, large.

Seriously: You have been offered some good suggestions. Do your job to the best of your ability, and document, document, document.

Furthermore, this person may not have been officially diagnosed with OCD. Usually, with diagnosis comes enlightenment, and more effective behaviour.

Lawrence/Maytagbear

 

[58limited]

Your supervisor and the other supervisor that she is not speaking to need to confront her together and read her the riot act. Is she still in training? If you are her trainer, you should have some input also. If your supervisor is a good one, he will support you and tell her never to call you stupid again or act that way again, or she is fired. Period. There are too many other people looking for a job to have to put up with that behavior, especially from the new person.

 

[iheartmaytag]

I might add

After the blow up I did send an immediate email to my boss documenting the incident. I felt it would be easier to defend my actions later if I was the first one to report them.

 

[58limited]

I might add, my input is from the assumption that the person is not suffering from OCD, at least to the degree that it affects her everyday working life. She might be OCD, but she might not be. I have known many people who are not OCD but act in a similar manner - it is to those types of people that my above comments are directed.

 

[petek]

All of the above and most important of all
Document Document Document!!!!! everything she says to you, date time and everything and everytime you have spoken to her as well as everyone else in relation to her including your supervisor and others regarding her performance.
DOCUMENT IT

 

[iheartmaytag]

She may not be diagnosed as OCD, but boy do she show the sypmtoms.

Women in the restroom say she washes her hands seven times before she will leave.

She brushes her teeth every hour.

She was going on a trip, she took her car in for service. Then took it to someone else to make sure they serviced it correctly, then before she left that day she had a mobile service company come to work and inspect it again.

These are just a few of the tings non work related that I have heard of or observed. All I can say is for the first time.

 

[iheartmaytag]

My typing, see if I were more OCD. It should read "things non-work related"

 

[SactoTeddyBear]

OCD Issues and Dealing:

I've been dealing with "OCD" for numerous years now and even thought I believe that it isn't a Law, it is wrongful to attempt to have someone who does deal with Issues in loosing their Job.

I'm also a CO-Facilitator for a local OCD Group that has been ongoing now here in Sacramento for 18-years now and I've been helping out with it for 7-years now and my other CO-Facilitator and I are planning to try and keep the Group going and available for as long as possible. There aren't very many other OCD Groups around California and people really need the Groups, for moral support if anything and even as our Group has become, one big happy Family or close Friends. We enjoy sharing, caring and being there for each other Weekly. We meet every Monday Evening, including if any Months have a 5th Week, we will have a 5th Monday Group. We've also had Meetings on all Monday Holidays, including New Years Day, but not on Christmas Day, unless someone really felt the need to attend that Monday's Group.

You have to try and either deal with persons Issues, talk with them {i know that isn't easy for you at this time} and maybe even ask them what you can do to help them, instead of hurting them.

You don't have to be critical, at least around them and I feel that what you wrote in your Posting is wrong, even for Ventilating, because at least for me, it makes you sound like you just don't give a "S**T" for others feelings and problems.

I also totally agree with Steve "Toggleswitch" with what he wrote and would like to suggest that maybe either your Boss or someone else who happens to know this Woman talk to her and have them see what they might be able to do to help her and if she can suggest what you and the Boss can do as well.

Peace and Kind Regards, Steve
SactoTeddyBear0503...

 

[rapunzel]

She started in December

That means that her three months probationary period is almost up and she would be due for a performance review pending permanent employment. At least that is how it works here.

In order to resolve this problem you need to put together a letter that outlines exactly what your concerns are, based on the facts, and why, as a supervisor, you took the actions that you did. In fact this should be done by your human resources person. This facilitates dialogue and forces her to respond.

Her calling you 'stupid' is out of line and here in Australia it would be seen as 'bullying behaviour'and so would be her refusal to speak to you regarding work-related matters.

Contact your human resources manager today or tomorrow and get the show on the road. Like everyone else says, document everything that is said verbatum and anything else. You are not paid to make a medical diagnosis or know how to deal with employees personality or behavioural problems. That's what doctors and psychiatrists are for. If she has a medical, behavioural or mental health condition, that can seeriously affect her performance at work, she needs to disclose this to your company anyway.

There is probably more, but that's all I can think of right now.

Don't take it personally, deal with it professionally and in accordance with your company's policies and guidelines as well as your States employment legislation.

Regards

Olav

 

[SactoTeddyBear]

My follow-up:

If she has a medical, behavioural or mental health condition, that can seeriously affect her performance at work, she needs to disclose this to your company anyway.

My CO-Facilitator and I have had some of our Group attending persons ask us about talking with their Bosses, Managers, Supervisors. We have recommended that if they feel that their Bosses, etc are opened-minded enough and understanding enough, if they then feel comfortable with sharing about their OCD Issues, that they should talk with their Bosses. Otherwise it isn't mandatory for anyone to disclose of such, unless it does get out of hand, as this seems to have gotten with your Office situation.

Peace and Kind Regards, Steve
SactoTeddyBear0503...

 

[mattl]

If the job she has includes time sensitive duties, and she can't meet them, it's a poor job fit. Her probationary period may be up so there may be no recourse. Not to be insensitive, but if she can't do the job she should be transferred or worst case terminated.

She appears to be frustrated at the least, lashing out is a symptom of that. Does she fully understand the consequences if she does not get her paperwork done on time? I've been in similar situations and sometimes the person shapes up and becomes a good employee and even a friend, but in truth 90% of the time in my experience it just goes downhill from here, sorry...

 

[redcarpetdrew]

I have to agree with everybody else. Document everything to prevent this from blowing up in YOUR face. Name calling, esp. to your trainer, is not a good thing and may lead to further escalation.

On a lighter note, you might go to her desk after she's left for the day and move everything around. Just for me... (wink!)

RCD

 

[spankomatic]

I have a family member who has OCD. He did not realize he had it until the family started pointing out his behavior. If she has not been diagnosed,she may not even realize she has it. She would honestly think she is doing everything ok,like she is supose to. One thing that makes OCD worse is STRESS. Stress from work,will I make probation,can make her OCD worse. I would not try to go "around" the problem. It needs to be discussed with her by with you and supervisor. If she has the feeling from your company that they will work with her and supportive she might chill out and not feel under the microscope. Is the company going to work toward her success or her failure?

Jim

 

[alr2903]

corporate e-mail is a valuable tool....

I have always found it best, to CC/ carbon copy, the e-mail to all involved, in this case, the ocd employee, the real supervisor, the supervisor filling in. Sounds to me like a medical record for a hospital or MD office. If you have access to Billed Charges attach that to the e-mail. If we are talking about an inpatient stay or expensive outpatient treatment, adding the price tag to the e-mail usually assign's priority. Even folks with OCD understand MONEY. alr2903

 

[dogboy44]

it is ultimately the entire workplace and all clients who wi

From what you describe her behavior in all arenas if very alarming. You are dealing with someone who is very sick and needs help. That is the basis for your appeal: If you share a good relationship with the others that have also witnessed/experienced this behavior, you all must unite and have her removed. This is effecting you and your co-workers ability to do your jobs. If this is allow to continue it will spread into every aspect of the workplace. The behavior is abusive to all subject to it. Have everyone involved document the bizarre things you have been witness to, and then present your case together to HR. DO IT BEFORE YOU LOSE YOUR JOB FOR BEING ABUSIVE BACK TO HER.

 

[sudsmaster]

I gather that this is a state agency that approves/administers Medicaid payments? Think of the poor people who are waiting for their Medicaid funding to be approved. They are the ones who are really suffering, made to wait longer and in uncertainty because of people like her who abuse their power to satisfy some psycho need to be far more punctilious than rationally necessary.

People like her give large government bureaucracies a bad name .

Anyway, I hope you can document everything and not blow up back at her. Perhaps if you presented to her and or your superiors/HR department what is the real goal of the department, to serve those who need help, and how she is not serving that goal as well as she could, that would be a constructive criticism and maybe even taken in a good spirit.

On the other hand she may be taking reports of Medicaid fraud a bit too much to heart and wants to make sure that nothing fraudulent gets through her desk so as to cover HER ass. But it sounds like she is just being way too difficult about it.