Tell me how you repaired your relationship with a hostile co-worker
August 20, 2023 6:10 PM Subscribe
Tell me about that time you had a poisonous co-worker who hated your guts, or perhaps just hated your role, and you managed to turn the situation around. Our roles are handcuffed together and can't really be restructured, and everyone acknowledges she's awful but she's not going anywhere for at least two more years, so it seems it's up to me to find a way to fix it. If you had a frank talk that actually improved things, please give me the actual words.
In my case, I was able to turn the relationship around by giving him precisely what he wanted: acknowledgment of his superior wisdom and experience. In short, I was submissive to him professionally. There were some nuances, sure, but that's basically what I did. He went from disparaging me at every turn to singing my high praises within about a month at which point we were able to work together on an equal footing.
posted by DrGail at 6:32 PM on August 20, 2023 [24 favorites]
posted by DrGail at 6:32 PM on August 20, 2023 [24 favorites]
Similar to DrGail, I figured out what this person was looking for and told her what she needed to hear. ("That's a really good idea! I'll make sure everyone understands that this solution came from you and you get full credit! Your manager will be so pleased with you!") It was shameless manipulation, but it worked a treat every time.
posted by SPrintF at 6:41 PM on August 20, 2023 [10 favorites]
posted by SPrintF at 6:41 PM on August 20, 2023 [10 favorites]
It's not really a fun answer, but I've had success with just saying what I know they want to hear, agreeing their opinions are valid and giving them a chance to say whatever they want. Concede anything that isn't truly important and try not to get sucked in to power games. Then I do whatever I think will get what's important done, which is sometimes bringing up ideas in a meeting with our boss where I know they'll fight them.
In the bigger picture, make sure you have a realistic goal of what you can and can't do. If the jobs are structured badly and she's in the way, you can't single-handedly overcome it by trying harder and harder. Two years is a long time, so maybe make sure to conserve energy to job hunt for something less unpleasant.
posted by lookoutbelow at 6:46 PM on August 20, 2023 [6 favorites]
In the bigger picture, make sure you have a realistic goal of what you can and can't do. If the jobs are structured badly and she's in the way, you can't single-handedly overcome it by trying harder and harder. Two years is a long time, so maybe make sure to conserve energy to job hunt for something less unpleasant.
posted by lookoutbelow at 6:46 PM on August 20, 2023 [6 favorites]
I was living with and working with a married couple for 6 months (as part of a hostel program thing).
Whatever I did, one of the couple was constantly upset with me, and always made the air dark and heavy around me. Even though I tried keeping to myself, had hobbies out of the house, cleaned up after myself, did a good share of general house-keeping, did my work, etc.
So 3 weeks before I was due to leave, I confronted him directly. I said I had nothing to loose as the environment couldn't feel any worse, and said something like 'for nearly 6 months made living here feel terrible, what was it that I'd done to upset you, and what if anything can I do about it for these last few weeks?'
He thought for a while, acknowledged I hadn't actually done anything wrong, and I think just realised they as a couple weren't expecting to have another person in their house (the house was part of the job role, and I was originally supposed to be living in another work owned house but that was changed about 2 months before I started, when the living arrangements for all were reshuffled).
The next morning he greeted me warmly as I came down the stairs, it was very weird.
And for those final few weeks he was a pleasure to live with.
His wife kind of picked up the negativity slack towards me a bit (up until then she'd been largely neutral). But hey. It wasn't anywhere near as bad, and I guess he didn't speak to her about our conversation. So on some level she felt there was a void.
---
Over a decade later I was stuck in a similar environment, both living and working with someone and we really didn't get along.
But this time I think they can be classified as a narcissistic abuser, who would take time out of each day to focus on breaking me emotionally, and encouraged all the other colleagues to maintain negativity towards me, whatever I did.
Unfortunately it took me a few months to realise the extent ot her abuse, so I tried the confrontation tactic again (in front of others, just as she got into her daily abuse towards me).
The confrontation made no difference to her actions towards me. But it did help me with some more effective emotional barriers to her daily abuse, and it also helped our colleagues to see more of her true nature and how she had just been spreading negativity about me for months.
A few colleagues even apologised to me towards the end of my contract that they'd not taken the time to get to know me properly before.
Similarly it was a pleasure to see colleagues increasingly giving her the cold shoulder in social situations as they realised she wasn't a good person to be around.
---
So your results may vary!
posted by many-things at 7:08 PM on August 20, 2023 [5 favorites]
Whatever I did, one of the couple was constantly upset with me, and always made the air dark and heavy around me. Even though I tried keeping to myself, had hobbies out of the house, cleaned up after myself, did a good share of general house-keeping, did my work, etc.
So 3 weeks before I was due to leave, I confronted him directly. I said I had nothing to loose as the environment couldn't feel any worse, and said something like 'for nearly 6 months made living here feel terrible, what was it that I'd done to upset you, and what if anything can I do about it for these last few weeks?'
He thought for a while, acknowledged I hadn't actually done anything wrong, and I think just realised they as a couple weren't expecting to have another person in their house (the house was part of the job role, and I was originally supposed to be living in another work owned house but that was changed about 2 months before I started, when the living arrangements for all were reshuffled).
The next morning he greeted me warmly as I came down the stairs, it was very weird.
And for those final few weeks he was a pleasure to live with.
His wife kind of picked up the negativity slack towards me a bit (up until then she'd been largely neutral). But hey. It wasn't anywhere near as bad, and I guess he didn't speak to her about our conversation. So on some level she felt there was a void.
---
Over a decade later I was stuck in a similar environment, both living and working with someone and we really didn't get along.
But this time I think they can be classified as a narcissistic abuser, who would take time out of each day to focus on breaking me emotionally, and encouraged all the other colleagues to maintain negativity towards me, whatever I did.
Unfortunately it took me a few months to realise the extent ot her abuse, so I tried the confrontation tactic again (in front of others, just as she got into her daily abuse towards me).
The confrontation made no difference to her actions towards me. But it did help me with some more effective emotional barriers to her daily abuse, and it also helped our colleagues to see more of her true nature and how she had just been spreading negativity about me for months.
A few colleagues even apologised to me towards the end of my contract that they'd not taken the time to get to know me properly before.
Similarly it was a pleasure to see colleagues increasingly giving her the cold shoulder in social situations as they realised she wasn't a good person to be around.
---
So your results may vary!
posted by many-things at 7:08 PM on August 20, 2023 [5 favorites]
I had a coworker who was very pushy and defensive when we disagreed. To be fair, he had much more experience, so he was often correct! But when he wasn't correct, my options were either to genuflect, or deal with his bullying.
My strategy was to avoid projects where we'd have to work together, for awhile. I waited until he started a project which I could predict he'd struggle with, and then showed him a quick prototype that would get him unstuck. Suddenly, he treated me with respect—though I wish it hadn't taken that long.
posted by vasi at 8:02 PM on August 20, 2023 [1 favorite]
My strategy was to avoid projects where we'd have to work together, for awhile. I waited until he started a project which I could predict he'd struggle with, and then showed him a quick prototype that would get him unstuck. Suddenly, he treated me with respect—though I wish it hadn't taken that long.
posted by vasi at 8:02 PM on August 20, 2023 [1 favorite]
I spent years with a horrible colleague who disliked me, was a bully, and happy to lie about me to other (senior) people. He wasn't in my chain of command but he was significantly more senior than me. Like your problem associate, people generally knew his bad traits, so I "just" had to deal with it.
There was no magic conversation I could have to "fix" things. Your case may be different, but I had to learn coping mechanisms. Avoid conflict when possible, stand firm when necessary.
I probably wouldn't post except for one thing: When I realized I couldn't ever fix him (or our relationship) my ability to cope got better. I spent a while frustrated that he'd never admit being wrong, apologize, give me any respect, etc. On some level I thought if I could just demonstrate how unprofessional he was I could make it better. In fact, giving up on trying to get any of that made my life easier, but it removed a lot of possible conflict.
posted by mark k at 10:26 PM on August 20, 2023 [14 favorites]
There was no magic conversation I could have to "fix" things. Your case may be different, but I had to learn coping mechanisms. Avoid conflict when possible, stand firm when necessary.
I probably wouldn't post except for one thing: When I realized I couldn't ever fix him (or our relationship) my ability to cope got better. I spent a while frustrated that he'd never admit being wrong, apologize, give me any respect, etc. On some level I thought if I could just demonstrate how unprofessional he was I could make it better. In fact, giving up on trying to get any of that made my life easier, but it removed a lot of possible conflict.
posted by mark k at 10:26 PM on August 20, 2023 [14 favorites]
I managed to get a decent working relationship with a colleague who's generally considered to be difficult.
From your question, I get the impression that you see this as something the two of you would work on together. That was not my experience. There was no frank conversation, nor did we 'repair' the relationship. I changed my approach and was able to find one that's effective and reasonably pleasant for both sides.
For me, what helped was to frame it as 'this colleague is being unreasonable and I'm taking up the challenge of establishing a good working relationship anyway'.
Since 'everyone acknowledges she's awful', it sounds like a similar approach could work for you. I suggest that you stop thinking of this as a shared problem that you have to fix together. She is/has the problem. You are mature and professional and kind and unimpressed/unaffected by her behavior.
(Come to think of it, there are some parallels to dealing with toddlers, including that it works best when they don't realize you're making allowances...)
Finally, the above might sound like I look down on my colleague, but that's not really the case. This is one area where their skills are lacking and I am able to compensate. Contempt is neither required nor recommended. :)
posted by demi-octopus at 11:44 PM on August 20, 2023 [10 favorites]
From your question, I get the impression that you see this as something the two of you would work on together. That was not my experience. There was no frank conversation, nor did we 'repair' the relationship. I changed my approach and was able to find one that's effective and reasonably pleasant for both sides.
For me, what helped was to frame it as 'this colleague is being unreasonable and I'm taking up the challenge of establishing a good working relationship anyway'.
Since 'everyone acknowledges she's awful', it sounds like a similar approach could work for you. I suggest that you stop thinking of this as a shared problem that you have to fix together. She is/has the problem. You are mature and professional and kind and unimpressed/unaffected by her behavior.
(Come to think of it, there are some parallels to dealing with toddlers, including that it works best when they don't realize you're making allowances...)
Finally, the above might sound like I look down on my colleague, but that's not really the case. This is one area where their skills are lacking and I am able to compensate. Contempt is neither required nor recommended. :)
posted by demi-octopus at 11:44 PM on August 20, 2023 [10 favorites]
I waited that asshole out and he got fired. Best thing I did to facilitate his departure was crash my bike and go on leave, because it became abundantly clear in my absence that he was the problem and I was not. I do not recommend my approach.
posted by shock muppet at 2:03 AM on August 21, 2023 [6 favorites]
posted by shock muppet at 2:03 AM on August 21, 2023 [6 favorites]
I have a very difficult coworker and for 5 years our roles dictated that we work closely together. I was the marketing person responsible for marketing specific programs; she is the director of said programs. I ended up getting her to "like" me because I am a people pleaser by nature; but it took a lot of letting her have her way when we disagreed. I chose only the instances where she was most wrong or which were most important to the org, and even in taking a stand there was a lot of deference and hearing her out and saying "I'm not saying no, just not right now." or "that's some great clip art, let's save it for ___." It doesn't help that marketing can be fairly subjective so there's not a lot of clear right/wrong decisions; and she is a director while I was just a manager.
A lot of our disagreements were as much around what I should even be spending my time on as how I was doing the work. Telling her I was at capacity helped with turning down some of her requests and gaining some sympathy. It was true, but also never laid the groundwork for the real reason I should not be, for example, reviewing her memos to the Board: that. wasn't. my. job.
Another thing I did was try to proactively reach out to her - something that I think a lot of people at our org avoid because it's just inviting in the difficulty that her personality brings. But once in a while I would call her to talk instead of sending emails, especially if my answer was a no - she really appreciated that. (Also, she works in a different city and when I was in that city to see family I reached out and we went to lunch together on a purely personal level.) I did grow to genuinely like some things about her, but it was always poisoned by how awful she was to people if she decided she didn't like them.
Honestly none of it was a great strategy, and I still disliked working with her and I still witnessed her bullying and stonewalling other people. When an opportunity for a lateral move into a different position opened up, I asked to get that role and now I don't have to work with her much anymore. (Although joke's on me, my campaign to get her to like me worked too well and she just invited me to work on a major project with her and she's "so excited to work with [me] again.")
Unfortunately, now I'm seeing her treat the person they hired to fill my old role the same way; and because that person is less of a pushover than I am, the toxic coworker is making things really REALLY awful. Ironically I find it easier to stick up for other people than myself, so while I won't say I'm campaigning to get toxic coworker fired, I am raising the question to my boss why an organization just deals with and navigates around this toxic person who honestly doesn't bring anything to the table that hundreds of other qualified people don't have.
I'm also trying to find a new job and leave the org entirely. This isn't the only example from this org of a toxic employee who is just accepted and worked around, making everyone's life miserable instead of getting rid of the one who is making things difficult.
posted by misskaz at 4:51 AM on August 21, 2023 [5 favorites]
A lot of our disagreements were as much around what I should even be spending my time on as how I was doing the work. Telling her I was at capacity helped with turning down some of her requests and gaining some sympathy. It was true, but also never laid the groundwork for the real reason I should not be, for example, reviewing her memos to the Board: that. wasn't. my. job.
Another thing I did was try to proactively reach out to her - something that I think a lot of people at our org avoid because it's just inviting in the difficulty that her personality brings. But once in a while I would call her to talk instead of sending emails, especially if my answer was a no - she really appreciated that. (Also, she works in a different city and when I was in that city to see family I reached out and we went to lunch together on a purely personal level.) I did grow to genuinely like some things about her, but it was always poisoned by how awful she was to people if she decided she didn't like them.
Honestly none of it was a great strategy, and I still disliked working with her and I still witnessed her bullying and stonewalling other people. When an opportunity for a lateral move into a different position opened up, I asked to get that role and now I don't have to work with her much anymore. (Although joke's on me, my campaign to get her to like me worked too well and she just invited me to work on a major project with her and she's "so excited to work with [me] again.")
Unfortunately, now I'm seeing her treat the person they hired to fill my old role the same way; and because that person is less of a pushover than I am, the toxic coworker is making things really REALLY awful. Ironically I find it easier to stick up for other people than myself, so while I won't say I'm campaigning to get toxic coworker fired, I am raising the question to my boss why an organization just deals with and navigates around this toxic person who honestly doesn't bring anything to the table that hundreds of other qualified people don't have.
I'm also trying to find a new job and leave the org entirely. This isn't the only example from this org of a toxic employee who is just accepted and worked around, making everyone's life miserable instead of getting rid of the one who is making things difficult.
posted by misskaz at 4:51 AM on August 21, 2023 [5 favorites]
I have no wish to derail, but just want to note that some of these answers are surprisingly also really helpful for thinking about a relationship with a difficult, ageing parent.
posted by guessthis at 5:25 AM on August 21, 2023 [4 favorites]
posted by guessthis at 5:25 AM on August 21, 2023 [4 favorites]
Not a work relationship but it might be helpful. My ex-wife and I have had to coordinate around medical care for our child. She still bore a lot of resentment and anger towards me for my leaving. At some point, I had to say "look i know you're mad at me but we need to find a way to do this for kiddo without all that getting in the way" and things got better. This also acted as a reminder to return to whenever the anger came back.
posted by kokaku at 5:59 AM on August 21, 2023 [1 favorite]
posted by kokaku at 5:59 AM on August 21, 2023 [1 favorite]
I had a colleague whose role it was to take instruction from me and implement my work but they were really rude and not cooperative and I couldn’t figure out why. I told my boss and they were no help, everyone really liked him and made out like it was my problem.
This person eventually started sabotaging my work, but in doing so could have cost us a major client - and me my position as a result. I caught it in time and presented this to his boss, who told me this guy had applied for my job and been denied it, which is why he had it in for me.
Anyway colleague got reamed over the coals and I was told by his boss if he put a step wrong again with me, it would cost this guy his job. He never tried it again and stayed in line but we had an icy working relationship until I left and I think he actually lost his job shortly after, he was bitter grumpy guy.
I don’t regret how I handled it, I tried talking to him initially and I couldn’t figure out the issue and he denied everything so it was either go above his head or have him sabotage me and lose my job that way. He was his own worst enemy, I just didn’t let him walk all over me.
posted by Jubey at 6:38 AM on August 21, 2023 [2 favorites]
This person eventually started sabotaging my work, but in doing so could have cost us a major client - and me my position as a result. I caught it in time and presented this to his boss, who told me this guy had applied for my job and been denied it, which is why he had it in for me.
Anyway colleague got reamed over the coals and I was told by his boss if he put a step wrong again with me, it would cost this guy his job. He never tried it again and stayed in line but we had an icy working relationship until I left and I think he actually lost his job shortly after, he was bitter grumpy guy.
I don’t regret how I handled it, I tried talking to him initially and I couldn’t figure out the issue and he denied everything so it was either go above his head or have him sabotage me and lose my job that way. He was his own worst enemy, I just didn’t let him walk all over me.
posted by Jubey at 6:38 AM on August 21, 2023 [2 favorites]
So the things that have worked for me are the things that work in any relationship:
Figuring out their unmet needs
Are they afraid you're threatening their position? Ensure they understand you're not. "Hey look, I'm just doing my time here."
Are they feeling you've issued a dominance challenge and are making them feel small? Pet their ego. "I just saw that project/paper/thing you did, wow! I'm sure Y will be so impressed."
Are they suffering crippling insecurity and this is the only way they feel powerful? Find other ways to make them feel powerful. "You've been here a while, you really know the ropes. I wonder if you could advise me on X thing.."
Increasing bonding activities
Taking them to lunch and offering them to treat. Everybody likes lunch, and eating together is one of the biggest human bonding activities. It's also hard for people to hate people who are taking them to lunch. In my case it was usually the best 30$ I ever spent. Sometimes it led to regular subsequent lunches that I then did not have to pay for. In one case the person actually became a longterm friend!
posted by corb at 6:45 AM on August 21, 2023 [5 favorites]
Figuring out their unmet needs
Are they afraid you're threatening their position? Ensure they understand you're not. "Hey look, I'm just doing my time here."
Are they feeling you've issued a dominance challenge and are making them feel small? Pet their ego. "I just saw that project/paper/thing you did, wow! I'm sure Y will be so impressed."
Are they suffering crippling insecurity and this is the only way they feel powerful? Find other ways to make them feel powerful. "You've been here a while, you really know the ropes. I wonder if you could advise me on X thing.."
Increasing bonding activities
Taking them to lunch and offering them to treat. Everybody likes lunch, and eating together is one of the biggest human bonding activities. It's also hard for people to hate people who are taking them to lunch. In my case it was usually the best 30$ I ever spent. Sometimes it led to regular subsequent lunches that I then did not have to pay for. In one case the person actually became a longterm friend!
posted by corb at 6:45 AM on August 21, 2023 [5 favorites]
(Come to think of it, there are some parallels to dealing with toddlers, including that it works best when they don't realize you're making allowances...)
This has sort of helped me in similar situations. You don't expect a toddler to listen to reason, de-escalate when they're emotional or angry, be rational, work well with others, etc. When frank talk doesn't work, reorienting yourself to working with a toddler can help.
posted by Mavri at 7:10 AM on August 21, 2023 [2 favorites]
This has sort of helped me in similar situations. You don't expect a toddler to listen to reason, de-escalate when they're emotional or angry, be rational, work well with others, etc. When frank talk doesn't work, reorienting yourself to working with a toddler can help.
posted by Mavri at 7:10 AM on August 21, 2023 [2 favorites]
I don't recommend other sites often, but this is a great question for both Ask a Manager and Captain Awkward, and those two sites' archives will have answers to versions of this q.
posted by lalochezia at 12:02 PM on August 21, 2023 [3 favorites]
posted by lalochezia at 12:02 PM on August 21, 2023 [3 favorites]
The important question here is this: is your boss and upper management part of the “everyone” who agrees she’s awful?
If so, then this person’s impact is on your patience and job satisfaction, but not your livelihood. Go with the toddler advice. If not, be very, very careful because she could sabotage your career. If your boss/powers that be don’t see her the way you do, this person could paint you as difficult or a bully or whatever if you cross her—and you do not want to have to prove to your management that you’re the reasonable one, because she won’t fight fair.
Is it possible she’s bulletproof for some reason (nepotism, she’s litigious, something like that?) I know of more than one low performer who is basically un-fire-able and it creates a lot of resentment but isn’t likely to change.
Next, try to separate actionable things from not-so-actionable. She can dislike you, she can be curt, she can be generally unpleasant, she can disagree with everything you say, she can take longer to respond than you prefer, nothing you can do about that if her manager won’t.
Actionable: does she not give you info or deliverables that you need to do your job? Does she take credit for your ideas? Does she call names, insult protected groups, scream? Does her work draw complaints to you from clients or external stakeholders?
I’ll echo others and advise against the frank “come to Jesus” talk—if words worked on her, she’d have heard them by now. But I do think you can push back in specific actionable instances. Hard to script without examples, but say you need her weekly report before you can do your weekly report, and she always stalls because she hates you, turning it in late Friday, and riddled with errors you have to stay late to fix. In that case you could say “I had to stay late last Friday to fix a, b, and c. So, in order to get this week’s done on time, could you please send me your report by Wednesday, and I’m going to grab some time on our calendars on Thursday in case there are any changes?” Do this IN WRITING ALWAYS and if it’s a conversation, follow up with a “just to confirm” email. This is for documentation purposes to cover your ass, but also? Management may be looking to manage her out but doesn’t have the written documentation they feel they need.
Also, you can always ask your manager advice for working with her. Again, not in a general way lest you be painted as a complainer/difficult, but if there’s a specific incident, a good manager would want to advise.
posted by kapers at 4:33 PM on August 21, 2023 [2 favorites]
If so, then this person’s impact is on your patience and job satisfaction, but not your livelihood. Go with the toddler advice. If not, be very, very careful because she could sabotage your career. If your boss/powers that be don’t see her the way you do, this person could paint you as difficult or a bully or whatever if you cross her—and you do not want to have to prove to your management that you’re the reasonable one, because she won’t fight fair.
Is it possible she’s bulletproof for some reason (nepotism, she’s litigious, something like that?) I know of more than one low performer who is basically un-fire-able and it creates a lot of resentment but isn’t likely to change.
Next, try to separate actionable things from not-so-actionable. She can dislike you, she can be curt, she can be generally unpleasant, she can disagree with everything you say, she can take longer to respond than you prefer, nothing you can do about that if her manager won’t.
Actionable: does she not give you info or deliverables that you need to do your job? Does she take credit for your ideas? Does she call names, insult protected groups, scream? Does her work draw complaints to you from clients or external stakeholders?
I’ll echo others and advise against the frank “come to Jesus” talk—if words worked on her, she’d have heard them by now. But I do think you can push back in specific actionable instances. Hard to script without examples, but say you need her weekly report before you can do your weekly report, and she always stalls because she hates you, turning it in late Friday, and riddled with errors you have to stay late to fix. In that case you could say “I had to stay late last Friday to fix a, b, and c. So, in order to get this week’s done on time, could you please send me your report by Wednesday, and I’m going to grab some time on our calendars on Thursday in case there are any changes?” Do this IN WRITING ALWAYS and if it’s a conversation, follow up with a “just to confirm” email. This is for documentation purposes to cover your ass, but also? Management may be looking to manage her out but doesn’t have the written documentation they feel they need.
Also, you can always ask your manager advice for working with her. Again, not in a general way lest you be painted as a complainer/difficult, but if there’s a specific incident, a good manager would want to advise.
posted by kapers at 4:33 PM on August 21, 2023 [2 favorites]
When I'm really stuck with someone, I gamify the 5:1 rule of relationships (source: The Gottman Institute via Inc Mag. Basically, for every negative interaction, you need to have 5 positive interactions to balance it out. I don't worry about ensuring the positive interaction is meaningful or work-related. It can be super dumb, like messaging them to say "I loved that coffee mug you had on the call! Where did you get it?" Or just lying through my teeth and saying "oh thanks for scheduling this meeting at XX o'clock. I have so many random things going on today, this is the one perfect time for it".
For every negative interaction, I try to come up with 5 irrationally effusive positive comments before the inevitable NEXT negative interaction. It's goofy but it works, especially if you can do as others recommend above and figure out what they pride themselves on.
posted by dotparker at 10:40 AM on August 22, 2023 [3 favorites]
For every negative interaction, I try to come up with 5 irrationally effusive positive comments before the inevitable NEXT negative interaction. It's goofy but it works, especially if you can do as others recommend above and figure out what they pride themselves on.
posted by dotparker at 10:40 AM on August 22, 2023 [3 favorites]
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Like..if this person is truly poisonous, in Ontario anyway, the employer has a legal obligation to provide a workplace free of harassment. The answer can’t be “oh well.”
In my case the person escalated on tape to a truly out of touch with reality rant about me, and also had documented performance issues, and was terminated.
posted by warriorqueen at 6:16 PM on August 20, 2023 [10 favorites]