3 Ways to Reduce Difficult Experiences With Employees
I’ve had the privilege of meeting a great number of people who are considered by their employees as world-class supervisors, managers and leaders. Not coincidentally, these individuals seem to have far fewer experiences with “difficult employees” than most. What are they doing differently? There are a number of things, but here are three of the big ones:
1. An understanding of who works for whom
A brilliant leader I know once said to his employees, “You don’t work for me – I work for you. You’re job is to get the job done, and my job is to make sure that you have the tools, skills and motivation to do it.” Because he treats his employees with appropriate respect and dignity, he doesn’t find himself dealing with many employee challenges.
2. Strong communication skills
Great managers have great communication skills. They consistently communicate the right information with the right tone to the right people. They also use a number of effective strategies to ensure that their employees consistently and fully communicate with them. One of the most common causes of so-called “difficult employee behavior” stems from miscommunications and poor communication.
3. Positive attitude
Employee attitudes are greatly influenced by the attitude of their boss. Leaders who work to create a positive environment, and who can deal with stresses and issues in a positive manner inevitably have far more relaxed and responsive teams.
Common sense? Perhaps. But unfortunately not common practice.