People Who Don’t Like Being Managed

People Who Don’t Like Being Managed

Managing People Who Don’t Like Managers

There are people who don’t like being managed. If everybody were the same, life would become dull pretty quickly. People Who Don’t Like Being ManagedHowever, plenty of managers wish they could pick staff from a standardized ‘worker’ box. Barring complete automation of the workforce, this isn’t going to happen.

Managers need to be able to handle all manner of people in order to get results. So, what do you do with those awkward souls who are supremely talented but see management as authority to kick back against? You use the following tips, that’s what! Let’s get started.

Tips for Managing People Who Don’t Like Being Managed

1) Put yourself in their shoes

Seeing things from the other party’s perspective may give you an insight into why they are so difficult to manage. Firstly, check whether they have always acted in this way. Is it something that has started recently or have they always found authority difficult?

If it is a recent thing and there could be an external cause for the difficulties. Perhaps it could even be your particular management style! You need to be open and honest. It is important to work out what is happening. May be it isn’t the employee who needs to change.

2) Embrace conflict

This doesn’t mean you need to enjoy getting into squabbles with your staff. Far from it! But you do need to make sure that you are addressing it in the right way. Conflict is inevitable in management. If the thought of it fills you with dread then you are likely in the wrong job.

Handling conflict in the right way means being fair and direct. Do not avoid it. And definitely do not steamroller your way through it. Listen to the issues being presented and look for a constructive outcome. Look for an outcome that will resolve the problem at hand.

3) Make work goals laser focused

In order to remove any ambiguity that could result in a disagreement, it is important to set clear goals and objectives for your staff. Failing to do so leaves things open to misinterpretation. And that could result in a member of staff feeling as though they are being poorly treated.

If your goals are clear-cut there is no room for argument. They’ve either been met or they haven’t. Setting proper targets for your staff lets them know where they stand. It makes the job of evaluating their performance that much easier.

4) Know when to hold ‘em, know when to fold ‘em

Computers in Personnel can help with the recruitment process but it takes time to find out exactly how someone operates in the field, as it were. Regardless of their talent, staff still need to be able to listen and heed what they are being told to do. If someone is being overly problematic, you will need to check whether they are becoming too much of a liability to the organization as a whole. It doesn’t take long for discontent to spread in an office environment. So you need to take action as soon as possible.

However, this doesn’t mean behaving like a dictator either. It simply means that if a member of staff has been given a as much help/support as you can and still continues to cause problems, you have to assess their worth to the organization. Of course any action needs to take account of your HR policy and Employment Law.

5) Be aware that management is never plain sailing

My last tip is not so much one for handling others as it is for handling yourself. Knowing that management is a tough job will give you a better perspective. Management isn’t easy. But that’s why you are getting paid more than your team. Simply being aware of this fact can lighten the load considerably. It can free you up to do what you do best, managing people.

Working with a coach really can help you be a better manager. Get in touch at the email address below – I offer a free half hour trial session by phone or Skype.
Wendy Smith, Career, life and Business Coach

Wendy Smith is a career consultant, life coach and business coach with depth of experience in organisational development, management, coaching and personal development. That experience means she is equally at home helping clients find a new career direction, starting-up new businesses or dealing with life’s more challenging personal issues. You can contact her at wendy@wisewolfcoaching.com

Wendy has written a little eBook on how to get on with your boss and a book on job search – you can find all her books on Amazon at this link

         

Management – Dan Pink: The puzzle of motivation

Management – Dan Pink: The puzzle of motivation

Career analyst Dan Pink examines the puzzle of motivation, starting with a fact that social scientists know but most managers don’t: Traditional rewards aren’t always as effective as we think. Listen for illuminating stories — and maybe, a way forward.

Bidding adieu to his last “real job” as Al Gore’s speechwriter, Dan Pink went freelance to spark a right-brain revolution in the career marketplace

Wendy Smith is a career consultant, life coach and business coach with depth of experience in organisational development, management, coaching and personal development. That experience means she is equally at home helping clients find a new career direction, starting-up new businesses or dealing with life’s more challenging personal issues. You can contact her at wendy@wisewolfcoaching.com

Wendy has written a little eBook on how to get on with your boss and a book on job search – you can find all her books on Amazon at this link