Address workplace problems head-on

As a supervisor, it is hard to tell a staff member when he needs to change an inappropriate behavior. Many fears are cited by leaders as reasons for avoiding the conversation: Will he quit? Will I hurt his feelings? Will he not like me anymore? Will he not agree with me and disapprove of what I say? Will he see that I am afraid, causing me to embarrass myself? Will he become angry and not know what to say or how to handle the situation? Will I not be able to think fast on my feet and then fail by looking unprofessional and incompetent? Will he respond by doing something that will undermine my respect and authority?

Good leaders face their fears instead of letting these self-limiting beliefs and thoughts hold them back.

It is critical to remember that the above questions are simply thoughts. Thoughts are not the truth. If left unchecked by not ascertaining the actual facts of the situation, your thoughts will create feelings that don’t necessarily match reality. Your feelings, in turn, will then affect how you act, or don’t act, to resolve the problem.

Doing nothing is a choice in behavior that signals that the worker may continue his actions. The results of that choice will have a severe impact on you, because you are sabotaging your own success. Your mental energy will be spent continually thinking about and analyzing the problem, causing a substantial, continual physical and emotional energy drain. This will leave much less mental power and stamina to resolve all other problems that arise in your company. Your job satisfaction and happiness will take a nose dive. Overall, your feelings of anger, anxiety and stress will increase, because you will not feel in control.

Other results of avoiding the issue include the employee never realizing his behavior is a problem. Therefore, he will keep repeating it, and possibly increase the behavior. Soon, you might start seeing several associates performing the same unfitting conduct.

The first step in turning around this undesirable situation is to take responsibility for how things are right now, because you are responsible. Your choices and decisions determined how things are today. It is time to pick new options and make different decisions. You are the boss, so take charge and strengthen your resolve. See the valuable lesson, benefit and opportunity regarding this problem.

Talk to the team member. Be honest and clear regarding your expectations. Tell him exactly what you want and need him to do. Set boundaries. What will you and what won’t you tolerate? Be mindful of your goals and priorities necessary to achieve the objectives of the company mission. Make decisions based upon what is best for the business.

After the meeting, refuse to hold a grudge, which will further drain your energy. However, be sure to monitor his future behavior closely. Be continually alert each day. Give praise when praise is due and address any further problems or miscommunications. Do not waver.

You deserve to be respected and fulfilled while performing your job duties. It has been fear that has been tying you down. No more status quo. The way it has been is no longer good enough. Believe in yourself and your ability to handle conflict. Take a chance and resolve the issue with your employee today.

Lynne Haggerman is president/owner of Haggerman & Associates, a firm specializing in management training, retained search, outplacement and human resource consulting.

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