Employees come with different quarks – some good, some bad. An exceptional manager knows how to optimize the efficiency of even their most difficult employees. Here are eight suggestions from Inc.com to keep talent without the conflicts.
Manager/employee Friendship is Optional.
You are running a business after all, It can be beneficial to distance yourself from your employees and in some case it can affect the performance of the office.
Why do they bother you?
People have many different ways of communication, you are bound to find someone that rubs you the wrong way when they talk. Maybe their too aggressive or too passive. Once you posses some knowledge on why they aggravate you then solutions on how to manage them will become clear to you.
Stay positive.
Most workers want their superiors to like them. Keep up a professional relationship with the problem employees, this will also help maintain your own focus on the group task and avoid additional conflicts.
They benefit you team how?
In the case where the troublemaker has proven themselves and are worth it to keep on staff, always remember the reasons why you kept them. Don’t be apprehensive to move them into different rolls that suit their talents better.
Your emotions need to be left out.
It is very important that you make unbiased decisions and remain objective at all times as a manager. Emotions can be detrimental to your judgement abilities and sway your verdicts.
Address the problem.
There is a breaking to everyone’s patience, make sure your address the problem if it gets out of hand so you don’t inevitably get pushed around. Moral is very important in the work environment keep it up by offering alternative ways of doing work more efficiently.
Offer Opportunities to shine.
Sometimes when working on challenging assignments, employees can form connections that were unreachable before they had the difficult project placed on them.
How do others handle them?
See how other co-workers deal with the troublemaking employee and see if it something they are doing or you are doing with your communication style. If its on your end than you can alter your style accordingly.
[SOURCE] http://www.inc.com/richard-feloni/eight-ways-manage-someone-you-dont-like.html
