In general, supervisors in any organization should be interested in the
performance of their employees. If there is evidence that an employee is
slacking, being unresponsive, or creating unnecessary friction, I would
expect a supervisor to exercise good judgement in listening to the concern,
making a reasonable investigation, and taking appropriate action to address
the problem if there is one.
If you are uncomfortable with approaching the supervisor or don't know who
the supervisor is, then contacting WMF HR would be one option. You could
also contact one of the community-elected WMF trustees.
I am including Gayle on this email. She may be away from her email due to
the US holiday weekend but I hope she will comment when she is available.
Pine
On Thu, Jul 3, 2014 at 1:50 PM, Isarra Yos <zhorishna(a)gmail.com> wrote:
On 03/07/14 18:16, Pine W wrote:
In the past, this mailing list has been used for
discussions of staff
conduct, which I am not sure is the best idea when identifiable people are
involved. I suggest that a first line of approach would be to discuss the
matter civilly with the people directly involved including the employee
and
other volunteers, and if that doesn't get results, then go to the
employees' supervisor.
WMF HR has told me in the past that they can also step in with situations
like this.
Pine
The problem is, in my experience the main problem has usually been that
the people involved won't talk at all, at least in the case of the
employees. And what are you supposed to say? Somehow I don't think "Hi,
please remember that consensus is something you're supposed to follow" or
"Hi, could you please do your job?" would help matters any.
Would tracking down their supervisors and hoping they know any more than
the other folks do really be the best option? Personally I wouldn't even
know where to start, and even then there's no guarantee they would listen.
Email shows up from someone they've never heard of calling into question
their people. Or better yet, email shows up from someone they understand
that their people widely regard to be a troll. Might be difficult to keep
an open mind at that point. (I've had this happen.)
Perhaps HR is the only way to go at that point? But even then, how do you
bring that up?
-I
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