I’ve always found it interesting that there are managers who exude confidence when dealing with department heads or other senior leaders. These managers can develop strategic initiatives that take their company to the next level of success. Yet, some of these same managers are ineffective when it comes to facing and then dealing with difficult employee issues in the workplace.
Confrontation isn’t everyone’s forte, but when you are charged with leading and managing employees, you can’t cherry pick the problems that you want to deal with. You have to engage each situation head-on.
Taking on a leadership role means stepping up to the plate and managing not only the operational aspects of a department but also the human component. This includes tackling employee issues when they occur and coming up with strategies to communicate and address the specific problem with the employee. Being a leader means taking a stand that is often difficult or unpopular.
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What’s your perspective?
Dianne Shaddock
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I have been informed by a reliable source that one of my employees feels that she has to “keep me in line.” With right out 3 years on the job, this employee does not grasp all aspects of the job she was hired for.
It is troubling to me that I need kept in line. My managers frequently give me satisfactory reviews without serious problems noted. So I am troubled.
Not sure if I should confront this employee or laugh about it. But at times it does seem like she wants to second guess my decisions.
Any thoughts or ideas?
Jared
My first piece of advice would be not to make a management decision, (addressing the comment with the employee), based on third hand information; no matter how reliable you feel that the source may be. If you do decide to speak with the employee in question it should be based on your direct interactions or observations. Otherwise, you are just spreading gossip; a no-no in the workplace. When you are in management, it’s a quick way to erode your credibility and perceived professionalism.
If there are comments that you have experienced in your interaction with this employee that have been inappropriate, yes, you should address the behavior with the employee. But be careful. An employee appropriately questioning a process or your direction in a way that shows that she is trying to understand what is expected versus someone who is just trying to be difficult and challenge you may be hard to decipher. Without my knowing the details, it’s hard to say. Don’t over-react. Take a step back and make sure that you understand the difference. If it appears that the employee is just being difficult even insubordinate, then address it. Not in an accusatory way though. State the facts by sharing the comments that you have experienced and let her know how the comments are perceived.