HR Solutions: Some employee problems call for one-on-one training

Sometimes, though, a group dynamic isn’t the best choice for upper-level training. One instance would be when a manager has a confidential problem he’s too embarrassed to talk about in front of others. When coaching and management training is offered to a group, the manager will feel incompetent.

Take a look at these actual situations that have occurred in Ozarks’ businesses. Do any of these challenges sound similar to an event currently happening in your workplace? These are prime examples of when one-on-one executive coaching may be in order – for you or members of your management team.

You receive a letter from a married man you do not know. He states one of your female workers is after him. Although he denies any affair, he describes her behaviors like the scenes from “Fatal Attraction.” He holds you accountable because she calls all day long from a company cell phone, and even stops by his house during her work hours. You started your business to sell a product. What on earth do you do with this situation, which certainly isn’t discussed in any of your management educational materials?

One of your employees made headlines by mixing marijuana in the flowerbed in her front yard. The police happened to drive by her house and notice the pot. She is a great worker, but you worry about how this is going to affect your company’s reputation.

The female employees in one department often cry in the public bathroom. You have known about this for awhile, but you have had no idea how to deal with it. Customers are beginning to notice, though, and you can’t handle one more complaint.

One of your managers is extremely aggressive. The situation has escalated to the point that he makes office employees cry just by seeing him. You don’t know how much longer you can stand it. Why can’t the supervisor calm down and the team members develop thicker skin? You realize you don’t have the education or patience for this.

You announced the promotion of a key executive. The next day, he sexually harassed a female associate. You know discipline is in order, but the promotion will stand, because in every other way, he’s a great leader.

You just found out the general manager trains and manages employees like Hitler. Now you know why turnover is so high, and in this job market, you can’t afford low retention rates. You kick yourself and wonder why you didn’t see this before. Deep down, you did notice signs, but you simply didn’t know how to handle the general manager.

You promoted a staff member with poor communication skills to management. The staff member has great technical skills but poor interpersonal skills. You are sick and tired of handling all the personnel problems. The promotion was supposed to make your life easier, but nothing could be further from the truth.

Enterprises cannot reach the dynamic level they are capable of without strong solutions to people problems. Human beings will avoid what they do not like, and the least favorite aspect of a manager’s job is handling people problems. The pain is greatly increased when managers don’t know how to proceed or where to go for help. One-on-one, private executive/management education is the solution, and smart organizations take advantage of this educational style. 

Lynne Haggerman, M.S., is president/owner of Haggerman & Associates, a firm specializing in management training, retained search, outplacement and human resource consulting. She can be reached at lynne@haggermanandassociates.com.