Jane is ready to see which pages you might be monitoring? Maybe she thinks you aren’t monitoring the progress of the group as a complete. That could be what she means by “assist”.
I believe you must ask about her prior job expertise. It appears like she’s anticipating extra of a micro-managing type, and isn’t seeing that from you, so she’s been stepping up (as a “workforce participant”, even!) to offer that.
Or she could be gunning for a middle-management position. How well-fitting are schedules within the workforce’s work? Is anybody ever late with work that holds up what different individuals are doing as a result of they’ve to attend for that work to be completed? Jane may suppose that you simply aren’t monitoring everybody’s work since you don’t have time, and that she will be able to present you that she DOES have time (whereas nonetheless getting her work achieved), in order that she is going to look good for a possible promotion to supervisor.
You might handle this by telling her that micro-management isn’t your organization’s tradition, and different workers are in a position to carry out their work with out fixed reminders. However this assumes your workforce isn’t dropping time to suboptimal scheduling and that she will be able to let go of an outdated mindset which will have been worn in over a few years. If she insists micro-managing is critical, you may postpone/reroute her vitality from “attempting to regulate” to “studying learn how to be a supervisor”: when she is aware of learn how to do everybody’s job, she is going to be capable of determine the place to direct her consideration.
There’s an outdated (probably apocryphal) story a few supervisor operating a manufacturing facility the place an important piece of equipment breaks. They name in an professional, who arrives, takes a take a look at it, swings a wrench, and the machine begins working once more. The professional says “that’ll be $800”, and the supervisor says “However that solely took you 5 seconds! What you probably did isn’t price wherever close to $800.” So the professional explains “Anybody can hit that machine with a wrench. I took 4 years of courses studying learn how to know WHERE to hit it with a wrench. That’s what you’re paying me for.”
Clarify to Jane that what you do (as a supervisor) might look easy, nevertheless it’s really about understanding precisely the place your consideration – and intervention – is required, which you understand due to expertise doing every little thing the workforce has achieved. You may’t rotate her into one other position simply now as a result of then there wouldn’t be sufficient individuals to do the work she’s doing proper now, but when she is keen to briefly tackle the additional duty of coaching an intern, she may have a chance to reveal her management capabilities and ensure the workforce is ready to maintain on-schedule whereas she adjusts to a different position. This might present her a path to channel her ambitions in, another productive than she’s at the moment exploring. If she desires to be a pacesetter, however doesn’t need to tackle the additional obligations you inform her it entails, nicely, she may notice that’s on her and cease attempting to behave like she’s a supervisor.
Or she may go in a distinct path and attempt to begin a union, however I believe it sounds extra like she’d prefer to be in middle-management. Testing whether or not she’s keen to place within the effort and time to get there might reveal not simply whether or not she’s motivated extra by the considered having energy over others, however whether or not (even when her intentions are noble) she’d really be any good at it.