Loud Attitude Girl

The store manager is freaking out that we're short a manager. It's no big deal—we have plenty of managers to cover the shifts. The junior managers will just be in charge more often. That's OK; they're competent. The day after the sort-of manager quit, the store manager talked with an employee (Loud Attitude Girl) about promoting her. She had this talk before mentioning it to the current managers. Initially LAG wasn't that interested, but I guess the idea grew on her. Before long, she was telling everyone, even while not sure that she would pass the background check.

LAG wouldn't be much better than the sort-of manager who just left. When she's in a bad mood, watch out! She shares way too much with customers…..her perceptions of other employees not doing their jobs, her frustrations at the workload, etc. Customers don't want to hear all that! She has been verbally reprimanded several times for inappropriate conversations with customers. And sales figures do not need to be discussed outside of the office. That is confidential company information. She's "always" right; even when proven wrong, she won't admit it. She frequently argues with other employees……..that's not the kind of person we want as a manager!

Further, LAG also frequently questions company policies. Yes, I know several of them are not well thought-out and some are downright stupid, but nevertheless, we have no power to change them. As managers, we must follow them, support the company, and as far as our employees are concerned, we think the rules are the greatest thing ever and we wouldn't even think about not following them.

The latest mystery shopper report was BAD. And guess who it was on? Yep. LAG. Not even demonstrating basic customer service, and we want to make her a manager?! Great example for the rest of the employees! Provide bad service, and you'll get promoted!

I discussed my worries with the store manager, who agreed with my points yet still is very concerned about filling the open position. I showed her how we'd be just fine with our current managers. The manager who just quit was an example of an employee promoted too quickly because there wasn't any other choice at the time. LAG might, and I mean MIGHT, eventually make an OK manager, but not right now. We don't want to make the same mistake of promoting LAG too quickly. Let's try it for a few weeks like it is and if we feel like another manager is needed, pursue the promotion then. We don't need a manager who's going to make all the employees quit because of her attitude. We have enough employees quitting because of the hard work and low pay.