On this conference call, Mr. Smith’s behavior was unsatisfactory as well. He displayed antagonism and vengefulness right from the very beginning of the meeting. For example, I began facilitation of the call by stating Mr. Smith was unable to join the call because of a prior commitment, as he had previously communicated. However, Mr. Smith was on the call and responded with the innuendo “I’m here…Chuck, did you check your email?” implying I should have but didn’t. Innuendos like this are a subtle way of reflecting poorly on others, implying they aren’t doing their job. Unfortunately, I have witnessed Mr. Smith do this very effectively to many others in the past. The result is good employees’ performance being called into question by others
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What Mr. Smith didn’t say, but insinuation instead, is he doesn’t agree with me relieving James Kelly of these duties to allow margin for him to focus on the high-profile duties of the deer program. This is an example of Mr. Smith’s passive aggressiveness. Passive aggressive behavior is terribly destructive to team harmony, and is one of the major problems hindering progress in our work unit. Mr. Smith is not the only one guilty of it, but he displays it most regularly.
Also, in regards to the Wild Hog Program, Mr. Smith complained of problems with exception renewals, insinuating there is a major problem when there isn’t. He used half-truths and embellished to falsely create the perception there is a problem, in order to reflect negatively on Nashville Staff.
The truth is thanks to Stacy Saxton the administrative portion of wild hog exemptions is better than ever. An example of this is regional staff are no longer burdened with doing renewals and, instead, renewals are administered by I.T. at …show more content…
The exhaustive details I have shared of these conference calls, unfortunately, do a good job describing the effective, but subtle, unprofessional behavior persisting in the Wildlife and Forestry Division. Mr. Smith is the most obvious offender, as evidence by the above examples, but he is not alone. Others are also regular offenders; they just are not as intentionally disruptive. Nonetheless, their behaviors have the same result- an unharmonious workplace. It is an unreasonable expectation for staff to be held to the expectation of maintaining satisfactory and harmonious working relationship with fellow employees per the TN DOHR if Mr. Smith and others don’t meet them halfway.
I ask and challenge you to take the necessary steps, including disciplinary action in this case, to improve the professionalism of staff within the Wildlife and Forestry Division. I believe it has to start by raising accountability in ways that do not go unmissed. The time is now, in 30-60 days it will be too late because the norms will be set. Please accept my challenge and let me know where I can help see this through.
Thank you for your attention to this important
What Mr. Smith didn’t say, but insinuation instead, is he doesn’t agree with me relieving James Kelly of these duties to allow margin for him to focus on the high-profile duties of the deer program. This is an example of Mr. Smith’s passive aggressiveness. Passive aggressive behavior is terribly destructive to team harmony, and is one of the major problems hindering progress in our work unit. Mr. Smith is not the only one guilty of it, but he displays it most regularly.
Also, in regards to the Wild Hog Program, Mr. Smith complained of problems with exception renewals, insinuating there is a major problem when there isn’t. He used half-truths and embellished to falsely create the perception there is a problem, in order to reflect negatively on Nashville Staff.
The truth is thanks to Stacy Saxton the administrative portion of wild hog exemptions is better than ever. An example of this is regional staff are no longer burdened with doing renewals and, instead, renewals are administered by I.T. at …show more content…
The exhaustive details I have shared of these conference calls, unfortunately, do a good job describing the effective, but subtle, unprofessional behavior persisting in the Wildlife and Forestry Division. Mr. Smith is the most obvious offender, as evidence by the above examples, but he is not alone. Others are also regular offenders; they just are not as intentionally disruptive. Nonetheless, their behaviors have the same result- an unharmonious workplace. It is an unreasonable expectation for staff to be held to the expectation of maintaining satisfactory and harmonious working relationship with fellow employees per the TN DOHR if Mr. Smith and others don’t meet them halfway.
I ask and challenge you to take the necessary steps, including disciplinary action in this case, to improve the professionalism of staff within the Wildlife and Forestry Division. I believe it has to start by raising accountability in ways that do not go unmissed. The time is now, in 30-60 days it will be too late because the norms will be set. Please accept my challenge and let me know where I can help see this through.
Thank you for your attention to this important