Dear Thoughtful Leader: Addressing performance and attitude issues in a problematic employee
New manager grapples with a non-collaborative employee and increasing expectations: seeking effective methods to cultivate a collaborative work environment and improve team dynamics.
Hello Thoughtful Leader Community 👋!
Welcome to our June edition, where we continually provide a platform for you to delve deep and navigate the intricacies of management. This month, we're thrilled to bring you another insightful chapter of our much-loved feature, "Dear Thoughtful Leader". This time around, we're addressing a pertinent issue many new managers face - handling a difficult employee and kindling a spirit of collaboration within the team.
Stay committed to your journey of thoughtful leadership,
Team ManageBetter
Dear Thoughtful Leader,
I recently received a promotion where I'm now a manager. Along with this promotion, I've been assigned an employee to supervise who has had issues “playing nice” with other teams. I've had a positive relationship with this employee and often acted as a mentor for her before my new role.
However, since my promotion, leaders from other departments have started sharing issues and concerns they’ve had about her ongoing performance and attitude. She's been described as "difficult" and many colleagues have expressed reluctance in collaborating with her on projects. Her approach to work seems rigid, not being open to new ideas and insisting on her way of doing things. Moreover, she has an issue with consistently missing deadlines.
She's also known to be sensitive and gets easily offended. Despite these challenges, I have faith in her abilities and potential to excel in her position. However, her current struggle to cooperate with others is hindering her prospects of advancement in our organization.
Could you provide some guidance on how I might help her to become more collaborative and improve her relationships with colleagues?
Signed,
Eager to Improve Team Dynamics
Dear Eager to Improve Team Dynamics,
Congrats on the shiny new promotion. Taking on a managerial position, especially one with a team member who doesn’t play nice with other colleagues, can be challenging. Here's my two cents.
Acknowledge common challenges
It’s not uncharted territory
First off, here's the good news: you're not the first person to face this. I've been there, and let me tell you, it's not a walk in the park, but it's not scaling Everest either.
Understanding personal dragons
Your employee might be wrestling with some personal dragons – maybe it's the fear of change, or the fear of losing grip, or quite possibly, the fear of her skills not being fully recognized. These dragons could show themselves as a hesitance to team up and pushback to new ideas. It's crucial to tackle these dragons with empathy and compassion, understanding that they're just as real to her as they are invisible to the outside eye.
Building a foundation for improvement
Foster open communication
Start off by grabbing some one-on-one time with her. Sit with her and really hear what she's got to say. You're looking to paint a picture of what she's dealing with, her priorities, and her motivations. Don't forget to share your side of the story too and what you’ve observed.
Emphasize team collaboration
Remember to underline the big picture here: we're all in this together. Drive home the point of team spirit and the magic that happens when diverse brains collide. Because, at the end of the day, it's not about her way or the highway, it's about finding a route that gets the whole company across the finish line.
Addressing performance issues
Now, you’ve got to address the elephant in the room. The missed deadlines, and the unyielding as a stone wall attitude. Bring up specific instances and walk her through the ripples these behaviors create in the team's mojo and other departments. It's important that you avoid presenting this as mere hearsay from other colleagues. Make it abundantly clear that you too recognize these factors as issues to address. Why does this matter? Here's the thing - this approach acts like a spotlight, illuminating the seriousness of the situation and showing that it's not just some office whisperings or mixed-up messages. It creates this understanding in her that this isn't just about her alone, it's a shared worry that affects team dynamics and efficiency. Clearly communicate what you expect from her and your team—things like teamwork, collaboration, and being open to new ideas. With a stubborn teammate, it’s important to make the rules crystal clear so that there’s no room for misinterpretation and excuses.
Utilize mentoring opportunities
You've got a silver lining here - you've walked the path of mentorship with her before. So, keep that superhero cape on, and continue to light the way. Hand her the roadmap to better manage her time, to navigate the seas of stress, and to unravel the knots of conflict. Direct her towards opportunities for skill enhancement and broadening her professional scope. Folks are much more open to hearing words from someone they believe genuinely has their back, who ultimately cares about their journey up the career ladder and their wellbeing.
Involving HR as a last resort
But sometimes, despite your best efforts, things might go south. If that happens, don't shy away from inviting HR to the table. Remember, Including HR isn't waving the white flag—it's more like summoning the fairy godmother. They're equipped with the wisdom and tools to navigate you through tough situations, and they've got a treasure chest full of training resources at their disposal. This kind of teamwork with HR showcases a dedication to untangling the issue at hand, for the good of the individual and for the harmony of the entire crew. It's a shining badge of your leadership, a clear signal that you're more keen on digging for solutions than letting the troubles bury you.
As they say, Rome wasn't built in a day and you won't turn your team into a well-oiled machine overnight. Stay patient, provide feedback, and do a little happy dance for every small win.
Sincerely,
The Thoughtful Leader
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