Hello Julia, When people start rumors it is called (Games People Play). I myself have been in this type of situation, it can be very upsetting. When it happens to me, there is nothing I can do to change that rumor. The best tool that I have come across to overcome this type of rumor is my computer, I go to (Hard skills vs Soft skills). I judge myself, and grade myself accordingly. Also, remember your management company does not operate by rumors, they work off of numbers. They usually call your attention at the break even point, not when the property is fallen. If none of this has happened, I would not worry about a rumor.

Well it sounds as if you've got it under control.

Glad to hear you're the manager there and not the other way around. I can only imagine what a nightmare that would have turned into.

In the past when I have held leadership roles, I have always encouraged my team members to take ownership of issues as they arise and make decisions that they are comfortable with. At the same time, my request has been pretty simple: if the employee is uncomfortable with the issue as presented, come to me with a solution in mind and be able to summarize it as follows:

- I have this issue or see this as an issue to be one with a potential problem if not addressed.
- I want to do ..........
- In order to do this, I need.......
- I expect (result) in (timetable)
- Before proceeding, I would like feedback......


I lead with a philosophy of empowerment, which adds to the development, growth, and cohesiveness of the team.

Thank you all so much for your input...

Our RM is coming to the property at the end of the month (first availability) to discuss the issue with the cleaner. If she admits to posting the review, then she will be terminated. If she denies it, then we are just adding the incident to her ever-growing personnel file.

As for the previous termination, we did everything the way we were supposed to. We let her go because she, to be frank, just was not good at her job - even after coaching. She also openly discussed that she was actively seeking to increase her side jobs so she wouldn't have to work here anymore. So, we let her go and replaced her with a far more skilled LC with a growth plan within our company. She claimed we fired her because she had a baby and needed breaks to express milk - not remotely true. The RM who fired her didn't even know she was breastfeeding until we got the complaint! We worry that if we fire the cleaner (I'm in PA - it's an "at-will" state, so we don't necessarily need cause) we'll end up with another bogus suit on our hands. This time, it would likely be ageism - our cleaner is mid 50's, so it's likely that her replacement would be younger than her. We know that she was involved in a lawsuit with her previous employer after she stopped working there. When did everyone become so litigious????? (I know, that's a whole different conversation......)

It's interesting that 'who started first' was brought up a few times...I was promoted to Manager, and was training with the previous manager, when she was hired. So, we both started right around the same time. She wasn't used to answering to a different manager, and then had to adjust to me. I can see why you'd ask that, though, because she behaves as though she was here longer. In her job history, every other position she's had has been supervisory/management in some field, so I really think that regardless of everything else happening on site, she just needs to feel in control, and I won't let her control me.

If you don't mind my commentary, awesome feedback Mr. Nate. Not to diminish what you're feeling Ms Julia because I can tell it's got you very frustrated, but yes if you step back you'll see this person isn't being taken seriously, has been in trouble before, is digging the hole deeper and you're clearly being supported by your company. And because of that I want to say so very much "don't worry about it" but it won't help you feel better.

I thought I saw in your post that they're concerned about taking action against her because the last term wasn't handled correctly and it came back to bite them. If you haven't already done so, have you considered taking a proactive step to approach them and say well let's make sure that doesn't happen again, so, what do you need from me to make this work? (.... start leading them ;) )

Hey Nate; a bit off topic here; but can you take a few minutes and look at the thread TOPIC: Military Housing Staff - Supercede confidentiality and give some advice?

I seem to remember at one time you posted about having experience being in charge of military housing somewhere.