Workplace drama although not the norm by any means, is reality for some supervisors for reasons that are as plentiful as there are grains of sand.
Managers make decisions everyday that affect their staff in ways that may lead to anger and resentment from employees. The simple managerial act of addressing a missed deadline or refusing a time off request can put you in the cross hairs of an employee who feels that they just can’t catch a break from you.
Most employees accept these leadership decisions as par for the course. But there is always that handful of employees who for reasons that are real or perceived feel that the only way to express their displeasure with your management decisions is to act out against your leadership.
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Some telltale signs that your employee may have a beef with you:
1. S/he always has an excuse as to why they can’t meet with you to discuss a project, or some other workplace initiative.
2. Your employee is sullen or quiet; almost unresponsive when you do meet.
3. Frequently calls out sick or arrives to work tardy.
4. Complains about decisions you’ve made with others or complains about the company in general.
5. Always finds reasons to disagree with your decisions.
6. Is aggressive in conversations; almost confrontational.
7. Sabotages you by throwing you under the bus with peers or senior management.
Any negative changes in your employee’s demeanor should be addressed, but what should you do?
What you should not do is ignore changes in workplace behavior. It almost always makes matters worse. Sit down with staff whose demeanor has changed and be direct but compassionate. Be specific about the behavior that you’ve observed and let your employee know how they are being perceived as well as the impact of their behavior in the workplace. Always be clear and firm during your discussion that the behavior is unacceptable and won’t be tolerated.
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