How to Overcome an Senior Colleague Disliking you?

I have been at this job for 5 years ... this woman was my not Offical supervisor but supervising me but never really given the title.... 1.5 years ago new management came in and She went home for 3 months after she had a fight with me claiming she had terible headaches... i held the department together which was very much recognized by mangement through praises and a good wage raise... She has been back for 8 months and 2 months ago she started again to block my way whine and complain and she still does it... She is rude, not work cooperate and has no professional Education which i do ... 2 months ago before she started pushing the envelope I discovered that they nominated me for Employee of the quater... They seem to be very content yet the 17 year woman is trying her hardest to get me into trouble ... latest one she claimed that me and the other colleague are alineating her and that we laught at her and leave her out of everything so now our team leader wants us to include her ....

What do i do? My other colleague thinks we should uncover her mask and make sure people know what is really going on ... She is rude and helps no one and withholds infor from us ... How do I make Management see that she is not valuable, she has no knowledge, and she could not careless about her job and what she says about me is untrue and i personal not professional related ?

You probably don't need to do as much as you - or your colleague - think. The next time your team leader tells you to include her, explain that you would like to but that you have the following concerns... and then list a few of the more important ones (withholding information, not cooperating with the team, etc.). Start with your top 3-5 and try not to just list a long rambling list of all her faults. Figure out which ones are most important to you and to management and share those only.

Ask your supervisor if s/he has suggestions on how to appropriately pull her into the group while still holding her accountable for her actions. His job as the supervisor is to handle these issues and he needs to know that these problems have arisen. He also needs to know that you want to be proactive and productive in your relationship with your colleague, but that you feel your efforts are being thwarted by her attitude and actions. So, once he gives you suggestions, make sure you follow them and keep him up to date on the development of your relationship with your colleague.

Know that if she's complaining and whining, you're probably not the only one who is noticing. People like this tend to show their true colors to everyone. As long as you take a mature and proactive attitude towards your relationship with her, she'll end up digging her own grave while you'll be seen as future management material.

Good luck!

You have a workplace bullying situation see http://en.wikipedia.org/wiki/Workplace_b... Get out your employees' handbook to see if/how it addresses the issue. If it doesn't, write a one-page summary of your assessment of the problem along with a request for an appropriate company procedure to deal with the dilemma. This indicates that you are willing to work toward a solution but it tells co in no uncertain terms that there is a problem specifically with workplace bullying and that they need to address this growing issue generally and with/for you. Starting the papertrail also - and perhaps most importantly - indicates to management that you won't be messed with over this in case they'd rather get rid of you. If provides the first step in pursuing a wrongfrull dismissal claim if you ever have to. Hope not. Good luck. It's tough problem.