The bottom line of underperforming employees: they affect your bottom line. That’s why performance management is such a vital skill for every supervisor to hone. But what exactly is meant by “underperforming employees”? To answer that, it’s important to draw a distinction between an underperforming employee and a difficult employee. Read more
Posts tagged ‘conflict management’
Often, it’s the employee who worries about the employer’s feedback. But what about when the employer, or even specifically you, the manager, are subject to employee feedback that isn’t so flattering? There’s a lot of advice out there for employees on how to handle criticism from management and even how to deal with a difficult boss. But bosses are people too, and when an employee speaks up about something with which they disagree or are uncomfortable, it’s the boss’ feelings that can be hurt. In fact, because the employee is the subordinate, criticism from them can take a manager by surprise, particularly when it isn’t received via an official, established channel, such as an internal survey or recommendations box.
So what’s the best way to handle criticism from an employee? Well, that depends on what unofficial way the criticism was received. Read more
Our second installment of Dear Adecco offers advice on how a small business owner or supervisor can effectively confront, talk to, and if necessary, discipline difficult employees – a situation that can be particularly awkward considering the inherently more intimate inner workings of a small team in close quarters.
Remember: Even though the exchanges in this series are contrived, they address very real concerns that many a small business owner and supervisor think about every day. Read more
Conflict management isn’t a footnote in a supervisor’s job description; it’s a regular part of the job – and a big part at that. In fact, research shows that human resources managers spend between 24% and 60% of their time managing conflict. Whether you’re in your organization’s HR department or not, dealing with conflict between coworkers is inevitable, and as a manager, it’s your responsibility to ensure it doesn’t get out of hand.
However, this isn’t to say that all conflict is unhealthy. If team members argue about the best way to achieve a goal, it means that they acknowledge each other’s ideas, that they care about what happens, and hopefully it means they’ll come to an agreement based on compromise and collaboration that is better than any particular individual’s idea. Such conflict breeds creativity, innovation, and efficiency, as well as respect and good morale. However, if the conflict stems from issues such as personality clashes, unclear responsibilities, or communication breakdowns, the dueling parties will go out of their way to avoid, undermine, and even backstab each other, leading to a toxic atmosphere that will drive away talent, lower productivity, and blitz your bottom line.
If you find conflict is sending your team off the rails, follow the tips below to get everyone back on track. Read more