A Fascinating Guide to Employee Management: How to Work Smarter, Get Ahead, and Reclaim Your Power

It’s nearly hard to get along with everyone, no matter what size business you work for. You are ought to treat someone differently because of your personal feelings. Jennifer Diaz, SHRM-CP, director of HR, World Evolve Inc., Miami, provided an example of an instance where she overheard office gossip related to an employee’s propensity for skipping work. The employee spent a great deal of time on personal affairs at work. She managed to outsmart her obligations and have those around her take care of them. For instance, if a customer called, she might not have addressed their issue right away but on the other hand, requested them to get back with their concern when she knew others would be available to follow up. She was actually pretty miserable in her current position. As Jennifer spent some time getting to understand her better, the employee’s career goals and action plans changed. The employee started behaving better with other people. Subsequently, she rose to the position of the go-to person in her division. Approximately, 75% of employees quit their boss, not their job.

So, the good news is that it is possible to manage someone you dislike and do it well. Here’s how:

• Try to understand the employee you dislike

You are more likely to offer the benefit of the doubt to people you know and like. You might enjoy your employees’ existence more after understanding what makes them tick. For instance, your grumpy co-worker might have just gone through a tragic divorce. She might just want to talk about her grief with someone. Avoidance might result in loneliness and impede the healing process. Sharing a few words would definitely assist you in coming to like the employee you initially disliked.

• Approach with empathy and goodwill

Executives who invest in their team members by getting to know them and attending to their individual needs foster an atmosphere where individuals feel appreciated and engage in interpersonal empathy. Incorporating empathy into your core principles and culture is more successful and will produce the desired long-term benefits than other team building and management techniques.

• Recognise and reward improvement

Following a performance review, in addition to offering feedback, you should also reward accomplishment. Be sure to make a point of praising staff and recognising development. Feedback without expressing gratitude for the work that has already been done is a sure way to drive your employees away. Continue to provide employee feedback on their performance and recognise them with bonuses or more responsibilities when appropriate.

(The author is Coach Vikram. Executive Presence, Leadership and CXO Coach, and the views expressed in this article are his own)