I have two female direct reports that couldn't be more opposite. One is young, aggressive, outgoing tall and used to be a model. The other has been at the company longer, is insecure, quiet, introverted. They must work together from time to time and just don't like each other. There are accusations of bullying, but I have no "proof". Employee #2 makes statements about employee #1 bullying her. I have intervened numerous times, have had sit down talks with them both together and independently, and now HR has been called in. There is nowhere in the department or company for either of them to transfer to and their specialties fall under my responsibilities. Thoughts, ideas, pod casts, books articles would be appreciated.
Sounds like a DISC problem..
At the risk of oversimplification ---
Perhaps this is - or at least started out as, mis-communication by DISC profiles.
Off-the-cuff it sounds like you have a High "D" working with a High "I" or "S".
The High "D" may only be being herself. And the High "S" perceives it as being a Bully.
A little DISC profile investigation and listening to the M-T Podcasts about professional communication might help.
You would have to start learning how to handle their professional behavior --
And they will have to learn how to better communicate with each other.
Here are some :
http://www.manager-tools.com/podcast/career-tools?filter0=139
and
http://www.manager-tools.com/podcast/manager-tools?filter0=139
T Puccio
Focus on Behavior
I agree with the previous comment - it could be a communication issue.
I'd try to get from Employee #2 specific examples of Employee #1's behaviors that she considers bullying. I don't think you can address the "bullying" accusation. Employee #1 is simply going to insist (probably sincerely) that she's not a bully. And she might even be right. Instead, focus on her behaviors. You'll need to use the coaching model with both of these individuals. You will have to make Employee #1 understand that her actions are negatively impacting the performance of the team (ie, lost productivity from Employee #2 taking time off, or coworkers taking time during work hours to console her, tasks critical to a project not getting done because the two of them can't communicate. Just a guess here - from what you're implying, she's a high D.) Employee #2 is also going to have to learn how to interact with Employee #1.
While you're doing your due diligence, I'd keep an eye out for the off chance that Employee #1 is engaging in truly egregious behaviour (ie threats, harassment, intimidation). If she is, you need to nip it in the bud ASAP. If she won't correct her behavior (in my experience, most true bullies won't), then you need to let her go. Whatever you do, make sure you have the evidence to back up your decision.
If you don't mind, let us know what you did and what the result was.
This is quite late, for
This is quite late, for which I apologize:
Here's a couple of podcasts that might help.
Resolving Conflict: http://www.manager-tools.com/2006/08/resolving-conflict
This should give you a good starting point. The basics of it are to get Employee #2 to tell you about specific behaviors, and then to give #1 feedback based on them.
Receiving Feedback About Your Directs: http://www.manager-tools.com/2006/05/receiving-feedback-about-your-dire…
That one might help you with more info about how to get #2 to give you more info, and how to talk to #1 about it.
If there's true bullying going on, you will have to take action immediately. Remember Mark's rule about when to fire someone: Failure to achieve results, or tearing down the team. Bullying would also be an appropriate reason.
If it's not true bullying, then as Baritony said, coaching might be needed with each of them. This ALSO should go along with the possibility of firing, if appropriate. If someone's behavior is that disruptive, they need to be aware that there's a huge potential for losing their job over it. And there's a framework for how to do this coaching in particular:
http://www.manager-tools.com/2006/02/how-to-fire-someone-well-almost
Good luck, if it isn't already too late...
-Leanne