Managing a difficult situation - A difficult and problematic staff
Wednesday, January 21st, 2009Today, as a career person, one tends to spend a lot of time in the office. So much so, that we don’t even realise that we spend more time in the working environment than our own home. A typical day of 8.00 am - 6.00 pm takes away 10 hours. And when we are back home, sleep itself takes up at least 7 hours. That leaves 7 hours to be shared about travelling, doing all sorts of unnecessary things to get by. On a normal working weekday, it takes me about 4 to 5 hours to travel to and back from office. So how much of real time is really left with us for rejuvenating ourselves. Very little.
So it makes sense that one must learn to keep a stress free and happy working relationship in the office, be it with the superior, the peers or the subordinates so that on a daily basis, the majority of the time, we remain at a higher state of life and become happy.
Unfortunately, in our daily intereactions at the office, our mood and behaviour tend to be affected by the relationship with the office colleagues that we intereact with and from my experieonce, one such intereaction that can be unduly stressful, is having to deal with disciplining staff. Or so they say problematic staff. To some, this comes easy, to many others, this leads to uneasiness, sleeplessness and unhappiness and in the process brings this emotional setback back to his home and the family becomes the victim.
Handling such staff is an awful stressful matter, which is why many people remained to become a specialist and can only work by themselves free from managing others.
As a superior, how is one going to manage the situation. My opinion is that even though you may be very senior, but yet when the situation requires it, one may feel stressed up and unable to handle it well.
The cause of this is predominantly due to fear and the lack of self-confidence. Such situation requires sincerity and truthfulness which requires a frank, open discussion and dialogue. In my experience, one has to face the issue straight-on, to be brank but yet sincere. The issue is how does one convey the message that needs to be conveyed so thatthe other party feels the same way, that is the need to improve, failing which action is certain. That is where experience comes in, and if not some pre-preparation needs to be done before getting into it. At the end, it is whether the staff feels that he has been given the oportunity, to hear, to be heard and also the time to improve.
Such understanding and relationship needs to be build and work upon, instead of being left to changes. The best is to be sincere in engaging a frank dailogue, be sincere and serious. One must not just believe in it, but to walk the talk and behave as such.
Posted by
Ivan




