Management

Management Skills – How To Deal With Attitude Problems

Managers believe that attitude problems cannot be measured in employees and that there is no way to fix them. Wrong! You can now rename these problems professional behaviors. These employees are yours. Some employees may be technically skilled and can perform the exact skills needed for the job.

They are able to do the job, make the sales, and communicate well with customers. They are positive at work and have a positive attitude. They can be the office nay-sayers and cynics. Or they complain about everything. They criticize every management decision and go to the union for every issue. They’re like Dilbert, and they drive you insane. Others are complaining to you about how they are affecting their work and feeling infected. These are the steps you can take to better understand this issue and to give yourself solid definitions to use.

Step 1: Redefine the words attitude problemTo Professional behavior. It is normal to expect professionalism from your employees. It includes how they behave with customers, vendors, and other departments. These are your internal customers.

Step two:If you can, have your HR Department include these words Professional behavior Every job description within your company should be included. This might look something like this: “Employees must DemonstrateProfessional behavior when performing their job.” You will learn more about this work later. This simple statement can be included in every job description to give managers and supervisors the information they need to communicate with their employees.

Step 3:If possible, include the term in any performance appraisal form. Professional behavior. This could be as simple as “Employee exhibits professional behavior when dealing with external customers or vendors.” Steps two and three should be followed if possible. If you work in government, non profit, or large organizations, it is likely that you will have trouble getting this done unless the HR department is willing to allow it. You may be able to skip the first two steps and move on to number 4.

Step Four Hold a meeting with your staff, and let the group define what professional behavior looks like. Your departmentDepending on your work, you may be working with a team or individual. Asking customers how professional they are with customers is a good place to start. Then ask them if the same applies to internal customers. They do. However, they might also think of ways to collaborate with other members of the team. I prefer collaboration. There is a difference! You can be responsible for certain jobs, such as resolving to take responsibility for mistakes or coming back from lunch on time. It is important to let your people decide how professional behavior should look and sound in your local area. These are your desired outputs and outcomes. Your team should be aware of and involved in this discussion. These guidelines for professional behavior should be refined and published. Staff members can amend them or add to them. Once you have completed the guideline, distribute a copy to everyone. This will allow you to codify the professionalism expected in your department.

Step 5: If you see staff members who are not following the guidelines, this will give you something concrete to discuss with them. You can keep the conversation short and simple. “Gerry. Today I heard that you told Joan that you were too busy for her to help you with the year-end results. I found you to be irritable and curt. We have already agreed to help Joan every year. A professional behavior guideline has been established that encourages collaboration and takes responsibility for the work of our team. What can you do? You might also say, “John has made negative comments about the Leads Project’s progress at three of our meetings.” The group is affected by your constant negativity about this, and other issues. We don’t have the energy and enthusiasm to make the project a success because others are clamouring for their help. Please act professionally on the matter, as stated in our professional behaviour guidelines. Please contact me if you have any concerns regarding the project.

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We are a team of professionals with each having two decades of experience in start-ups, sales, marketing, finance, HR, large scale project and profit centre management and running mature cross functional operations. At Molw.net we are big believers that knowledge transfer is critical to our industry’s evolution. We love to share our experiences and learnings through our online resources.

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