As the supervisor, what is the most appropriate first step when a transferred employee with a history of uncooperativeness reports to you for work?

• A. Discuss her new assignment with her without referring to her reported uncooperative attitude
• B. Explain to her immediately that you cannot permit her to use procedures other than those you prescribe for use
• C. Display confidence in her by encouraging her to use her judgment as to methods of performing her work
• D. Indicate that you are aware of her uncooperative attitude but that, nevertheless, you expect her to cooperate fully with you

Answer: (A)

The best first step is to sit down with the employee and discuss the new assignment openly, focusing on the tasks, expectations, and the procedures to follow, without mentioning or dwelling on past reports of uncooperativeness. This approach establishes a professional, task-focused baseline and signals that the working relationship will be evaluated on current performance. It invites her input and helps build trust, reducing defensiveness and laying the groundwork for cooperation.

Choosing to enforce strict procedures right away can feel punitive and may trigger resistance before you’ve established rapport. Granting broad discretion about methods risks inconsistency with standards, especially given a history of uncooperativeness. Calling out or implying awareness of past attitude can put her on the defensive and derail the conversation from productive planning to personal blame.