Maybe you do feel this way and just do not want to admit it. Many of us are reluctant to face our fear of confrontation with our subordinates and we do everything to avoid it. As a result, employees do not respect the rules, waste time and career advancement is minimal. All this could happen just because of a reluctance to conduct serious talks. What can we do about it? If you do not want to run from employees indefinitely, read some of the following tips The Daily Muse website prepared.
1. Empathize with your employees
Before you turn your back on your employees, try to empathize with their situation. They are probably not saying, "If I were my boss I would tell me that my work is useless." Moreover, it is very frustrating to think you are doing everything correctly to then find out you have not for a long time. Constructive criticism can hurt, however, at least it can mitigate further negative consequences. Be fair to your employees deal with all problems immediately. Note, this helps your team succeed and avoids additional problems.
2. Do not make a big deal of it
You surely remember from school, how stupid you felt when the teacher called on you in front of the whole class to answer a question you knew nothing about. You can do the same thing to your employees, or you can do it in a more constructive way. Make these meetings more informal and hold them regulaly.
You do not only meet individually with employees when there is a problem. Regular evaluation meetings are important. Moreover, you will then be better prepared if some awkward situation arises.
3. Document your arguments
Maybe you do not like to discuss problems with employees because you do not want to argue about who is to blame. Just as you avoid confrontation, so do your employees have a sense of self-preservation and do not like to admit mistakes. In the end you give up and simply ask them to try harder next time. Let them express themselves but support your arguments with hard data.
4. Be aware that it is fair
You are not evil or a nitpicker when you have to discuss issues with team members. In many cases, your actions may even be expected e.g. if an employee has repeatedly failed to hand in his work on time. It is important to let your people know that you are responsible for their actions, and therefore your job is to maintain order.
While confrontation is not a pleasant experience, refusing to do it does not help to your team or company. How do you handle uncomfortable conversations with employees?
- bn-