When you don’t like who you’re leading
No one said managing others is easy and that’s especially true when you don’t care for those you’re supervising. When your mind is already made up about your feelings toward the employee, no matter their performance, it can be hard to alter your bias against them. The key to being a successful leader, though, lies in the ability to put personal feelings aside and lead in a way that’s fair and effective. Here are three tips to consider when you just don’t like who you’re leading.
Decipher the reason why
What it is about this particular employee that you don’t like? Is it their work style, their personality or something else? Determining the root of your feelings for them can help you to understand why it is you feel the way you do. If it’s a personality conflict you may have to accept and move forward. Part of having a diverse team is accepting differences and using different skill sets to better the organization. But, if your feelings stem from the employee’s poor performance or inability to pull their weight within the organization, your feelings may be justified. If this is the case a true evaluation may be necessary for determining the individual’s future in their position.
Remember you’re the boss
Despite your feelings toward this particular employee, don’t forget others are looking to you as an example. It’s important not to let your personal thoughts on the employee overshadow your responsibilities as a manager. Be open-minded and patient; even though you may feel frustrated with this individual don’t get caught up in petty annoyances, as there is still a job to be done. Your feelings may change down the road, so remember you have others to lead as well. Keep in mind why you were given the leadership position in the first place and continue to work together as a team with a common goal.
Handle conflict quickly
If it turns out the problem is not just a difference in personality, step up and get things settled right away. If the given employee is being disrespectful, is underperforming, or is causing workplace issues with other employees, it’s critical you meet with them directly to sort things out. Again, put any personal feelings aside and conduct a productive meeting to figure how to resolve the issues at hand. While meeting with the employee, be sure to start with positive feedback; also, remind them of their role in the company and what they bring to the organization. Address grievances at the end of the meeting and provide pointers on how to move forward as a team to avoid problems in the future.