Managing Difficult Employees

By D'Nisha Freeman

Have you gone to countless seminars that teach you to hold hands and sing camp songs to help employees perform? You are not alone. Dozens of managers and supervisors can share horror stories about previous employee's behavior. Haven't heard the one about the guy who brought the dead bird to the office? When analyzing management styles one will discover there can be a disconnect in communication from your mouth to their ears. When faced with challenges it is the manager's responsibility to maintain control of any situation.

Management styles usually fall into four categories. Let's review the four types of management styles: (1) the responsive manager- succeeds by building bonds of respect and trust with those around them; (2) the cautious manager- succeeds by using the team to achieve goals & objectives; (3) the participatory manager- succeeds by involving all key team members in projects based on their skill set; (4) the directing manager- succeeds by using strategies that involves commitments and deadlines.

Responsive Manager
The staff responds positively to responsive managers and they will work more diligently. Employees feel more involved in work therefore they will work to help the manager and the organization succeed. Some will even go the extra mile when necessary. That is because responsive managers act consistent with the principle that their jobs are to help their staff do their jobs. So, a basic inter-dependence emerges based on behaviors that show concern, respect and trust.

Cautious Manager
If you want to expedite a project and optimize a process for completing that project, managing by teamwork is the way to go. A cautious manager motivates people to pool their knowledge, skills & talents. The results may usually exceed expectations. Often, teams can tackle problems more quickly than what you can accomplish on your own. The give-and-take can create a process that you can replicate in other projects. Indeed, when you get around to employee evaluations, remember to recognize those who were able to collaborate and maintain a team spirit, especially under pressure.

Participatory Manager
If you fall into the category of participatory manager then you fall into the ranks of some of history's greatest leaders. Participatory managers take the time to explain the details to their employees and why their role is important. They also ask for their input on the task and its significance. This will give employees a sense of value, and hopefully, encourage them to take ownership of their piece of the project. Do your best to make sure your employees understand the tasks. Ask questions that might seem obvious. You will find that just asking will reinforce an employee's understanding of the work.

Directing Manager
When a project involves numerous employees and requires a top-down management approach this management style really shines. A directing manager answers five questions for the employees: What? Where? How? Why? & When? Let them know what they need to do, how they're going to do it, and when they must be finished. This style may seem cold and impersonal, but you still have an opportunity to be a motivating and accessible manager. For example, when you assign roles and responsibilities, provide helpful tips or share experiences you encountered with a similar project.

Each manager or supervisor will develop a management style unique to them. Our styles are built on experiences, knowledge and hopefully lessons from past mistakes. In handling difficult employees remember to involve, inquire & encourage.

Ms. Freeman is a Senior Guide with the Freeman Global Group. To her credit she has authored two e-books and toured the country training various Human Resource solutions. With over twenty years of presentation experience she has developed a fascinating approach to adult learning. Ms. Freeman has made learning difficult topics fun and practical.

Article Source

Managing Difficult Employees