What If You Don’t Like An Employee
When you are managing employees, you quickly recognize that people come with different skills, abilities and personalities. It would be great if you had only high performers, who easily followed everything you set out to do and with a wonderful warm personality. People come to work with their personalities and that is one of the hardest aspects in managing people.
How do you work with an individual, who is performing, and you find annoying? If an employee isn’t performing, then you have a different issue. For this post, we are addressing performers who you just don’t like.
On Forbes.com, Victor Lipman, “Suggestions for Managing Someone You Don’t (Truth Be Told) Really Like” wrote:
So if you find yourself in this difficult bind – managing someone who’s a capable employee but you’re genuinely not liking – how should you approach it? (It’s important to say “capable employee,” since if the individual is a weak performer and not liked, odds are his or her stay in the role won’t be a long one.) My suggestions:
How do you handle employees that contradict you or demand your attention? Are you able to step aside and utilize the value they bring to the table without getting involved with their personality? This can be hard as you bring your personality to work as well.
You need to find a personal balance between giving a strong performer, who you are not always crazy about, room to express themselves, and your ability to handle their personality without stressing you out.
This is where communication comes into play. If there is a behavior that really annoys you, take the time to discuss this with the employee. Be specific and ask how the two of you can best work together. For example, if the employee is always challenging your direction, find out what it is they need to reduce this need.
Don’t take their behaviors personally, rather figure out a way to maximize this employee’s contributions and reduce your reaction as a personal affront to your role as manager.
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