Ensuring your next in Command Doesn’t Hijack your Authority

From 3arf

If your next-in-command attempts to undercut your authority, chances are it's not going to be an overt action, at least not at first. The workplace is rather like a microcosm of your relationships. Some are loyal workers, while others are simply acquaintances and not interested in loyalty. Alliances form in the workplace, but if you're a competent and fair manager, you'll be prepared to face the issue of your next-in-command attempting to hijack your authority.

Manager-employee relationships often strain at keeping the balance of professionalism and fair play in an environment that is highly competitive. How do you ensure that your next-in-command doesn't high jack your authority?While there may not be a foolproof method, there are guidelines that help keep us on track.

Make your expectations plain about your supervisor's quality of work and let him/her know what you expect in terms of job performance. Expectations need to be presented in a positive message where the next-in-command understands that you are appreciative of his work and you are committed to helping him meet his goals, even if that means taking a better position with a different department.

With few exceptions, when your workers believe that you're on their side and will help them with difficulties and conflicts, you win their loyalty in the workplace.

Building and keeping a good rapport with all of your employees will "help" ensure that your next-in-command doesn't hijack your authority. Build a network with other employees as you perform your role in the organization. Foster respect by keeping your word and leading fairly. These things will work to your direct advantage when employees attempt to hijack your authority.

More than once managers have observed hijackers cutoff at the pass by employees who observe blatant undermining behavior in fellow employees. People love to talk, and much of the time the behavior gets back to managers. When the employee is aware that you're on to their behavior, they generally will stop.

Maintain a healthy rapport with your next-in-command. Review his/her job description at regular intervals to remind both of you to stay on track. Give your second-in-command support in day-to-day operations. Set clear boundaries with the employee and define expectations of performance and behavior. Empower the employee to make decisions within those parameters and boundaries.

If your employee still attempts to hijack your authority, what do you do? You can take the employee out to lunch. A neutral place away from work is less threatening for that talk. The purpose of this meeting is to open up new dialog with the employee. Talk with them about the job expectations and protocol. Sometimes this talk is enough to get the employee's attention and turn the situation around.

If the employee continues to cross the line, the situation must be confronted and a solution must be found. A writeup of the employee is the next step. The employee must sign the report to show that he has read it, but he doesn't have to agree with it. Your Human Resource Department can guide you in this situation to help you stay within company policy guidelines should you reach the next level of confrontation.

The optimum situation is to give your second-in-line the best environment in which to grow and succeed. Support and develop him as necessary to guide him along. Most employees respond to a supportive workplace, and it's the best way to ensure that your next-in-command doesn't try to hijack your authority.

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