Let them know that your door is always open to discuss something that they disagree with. They are expected to be respectful towards you, individual team members, and ideas that are produced on the team. The whole team feels unconformable when they are in a meeting where there is conflict between individuals. They alienate themselves from the team when they undermine your authority. Let them know how they are expected to operate as a team member and that their behavior is counter productive. If they didn’t follow instructions because they don’t want to listen to you, off to step 3! 3. If they have a great idea that could make a process better, talk it out and see what you can try. Make sure your ego doesn’t get in the way to hear this because you are mad that they didn’t listen. They may have a better way to do something. If they didn’t like the instructions, ask them why. Either they didn’t understand the instructions and there was no malice, or they deviated because they didn’t like the instructions. The first conversation should be casual and offers the benefit of the doubt for them. Call them on it – the first conversationĮnsure that you provide feedback each time they deviate from your instructions or are openly rude or hostile to you.
#TO UNDERMINE SOMEONE HOW TO#
If you are reluctant on having difficult conversations, you can check out this post here on how to motivate yourself to have difficult conversations with employees. This information will help inform your approach in step 2. You could also quietly ask a staff member if they observed some negative behavior from this individual or have insights on the comments they may be making in the lunch room. Is this typical behavior for the individual? Are you making a major change? Did you overlook them for an opportunity? If you are able, try and do a bit of detective work. How to deal with employees who undermine your authority 1. Want to keep these toxic employees off your team? Try using these interview questions to avoid hiring toxic employees in the first place! But it is up to you to find a way to manage this toxic individual for the sake of your leadership and team harmony. OK, the last example is a bit silly, but I just want to highlight that their rationale for wanting to undermine you could be outside of your control. They hate authority, you are too cheerful, you wear hot pink and that is their least favorite color. If they criticize it now, when it gets implemented and they struggle to learn it, they can walk around complaining about it not being user friendly. For instance, they could be insecure about their ability to learn a new computer program. If you are changing processes or technology, they may no longer be the go-to expert. They could also be threatened by the change that you are bringing to the table. They may not be super confident in their own skills and ability, so they need to drag down yours. There are two main reasons that they want to undermine your authority they are insecure or they simply don’t like you and want to make sure that you know it. Basically, they decide they don’t like the way that things are being done and will do their own thing. The biggest undermine is if they purposefully deviate from a known process or go against your instructions. They may publicly question your ideas, or it may be as simple as a dramatic eye roll. When it comes to staff who undermine your authority, the employee may or may not be overt about it. How you can tell if your authority is being undermined? Here is how to deal with employees who undermine your authority. To keep your leadership and team on track, you have to deal with this toxic behavior.
They don’t follow your directives because they are so sure that they know better than you and criticize you openly, or worse – behind your back. Ever get that feeling at work where someone or something just doesn’t seem right with an employee? While the best leadership rule of thumb is to treat staff with respect and you will get respect back, there is one employee just doesn’t seem to want to get along.
0 kommentar(er)
