A 6-Step New Manager Guide for Difficult Situations
Do you have a new manager guide for difficult situations?
If not, you should. We know from our people manager assessment data that too many new managers have not learned how to confront difficult situations effectively with their teams, their peers, and their bosses.
We have learned from thousands of new manager training program participants that most new managers either prefer to avoid an uncomfortable conversation and keep quiet, or they mishandle the situation by coming on too strong and alienating their team.
Whether neglect or insensitivity is the cause, inexperienced or untrained new managers may end up facing employee problems that grow almost too big to handle. We have seen first-hand how costly this can be in terms of employee engagement, performance, and retention.
When a new manager mishandles uncomfortable conversations with a team member about performance, attitude, or relationships, there are almost always negative consequences. There can be resentment, gossip, and lack of employee engagement and productivity. New managers need to learn how to handle timely conversations with their employees in order for the team to perform at its peak.
6 steps for a New Manager Guide for Difficult Situations
For those of you, new or “old” managers, who need some help in this area of performance management, try following these six steps:
1. Reinforce your intent
Remember that the goal of the conversation is to help your team member be successful. Not only do you have to be genuine about this but you also need to express it to your employee through your actions, words, and body language.
2. Be clear and specific
General comments too often miss the mark and confuse difficult situations. Let’s say your team member has been coming in late all week and others are beginning to resent how much this holds up their productivity. You need to be able to cite each day they were late, and the specific impact it is having on you, the team, and the late employee.
3. Acknowledge your role
Perhaps you were not clear about how important it is for the team to assemble each morning to review what needs to be accomplished for the day. Always own what you contribute to the situation and have a clear and agreed-upon plan to do what you can to be a better leader.
4. Be clear about individual and team goals and acountabilities
The team needs to meet and work together to be as efficient as possible day by day. As a new manager, you will know a goal is specific when you both perceive it to be understood, accurate, fair, timely, possible, and measurable.
5. Ask for the employee’s perspective
Is there a legitimate reason for their tardiness? If so, see what solutions are possible. If not, be clear that tardiness on a regular basis cannot be tolerated and how you specifically expect things to change and when.
6. Reiterate the overall goal and plan a follow-up session
As a new manager, your goal is to keep your team working cohesively and effectively together and to have each member contribute their best. Be sure there are no further questions and then plan a time to review the situation in the next few days and monitor progress over the next 90-days.
The Bottom Line
The best new managers are straightforward and objective in their approach. They listen carefully to understand what’s going on under the surface. They creatively try to solve problems with their team.
To learn more about the new manager guide for difficult situations , download Effective Communication Skills Best Practices: The Essential Ingredient In Any New Manager Interaction