Seeking Mental Comfort At Workplace - Avoiding Heinous Employees

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Not everyone in the organization is good and neither each one is bad & it couldbe any your colleagues, seniors, boss etc . Everyone has his/her own quality or traits which you need to judge and classify them as good or bad as per your perception. When you deal with employees that don’t fit in your kind of personality people and you find them really difficult to deal and handle, take into consideration so that you feel comfortable working with them and your work doesn’t get affected.

Instead of viewing your co-worker’s behavior as a personal attack look at it as a challenge. Even though she/he is making you feel like you are the problem, don’t believe it, and don’t take it personally. Decide when and how you will tackle your most important objectives. Have an attitude that these people don’t matter to you neither their point of attack. Talking with these negative personalities isn’t a compulsion for you and hence you have an option of cutting down your conversation with them, thus saving your energy. At the time of breaks be with positive people instead on nagging behind such evils thus making your mood sour affecting your work. Seeing the humor in your situation is always a great release too. If things get really weird, just imagine your day as an episode of The Office. Seek advice from people outside the office as to how to act in such situations and deal with such negative individuals.

Stay cool under pressure. This is the ultimate opportunity to learn new coping strategies and anger management techniques. These strategies will help you get through the workday, and they will also prove invaluable in the years to come. Staying calm and positive gives you incredible power and leverage in high-pressure situations.

Build challenge in to the job. Create opportunities for employees to demonstrate their abilities. Get them stretched and intellectually stimulated by having to achieve challenging-yet realistic –goals.

The best ideas come from the guy who is doing the job. Encourage the sharing of ideas however radical they may seem at first. Let people know that ideas are welcomed. Explain why some may not be implemented but keep asking for ideas- the more the better.

Involve them in the decision making process: Decision making is not restricted to top management strategy. In every job it is possible to involve others in decision making, getting their buy in and testing options with them before deciding upon a course of action.

Pay for performance and pay fairly. People won’t give off their best if they perceive they are being paid much less than their market worth. But the good news is that they do not expect to be the highest paid either.

Set realistic expectations and manage them well.

Develop and follow a leadership style and organizational culture in which your employees are treated the way you would like to be treated. Resist the temptation to use your position to have one set of rules for yourself and another for your employees

They need to be more deliberate in understanding which capabilities truly impact business performance and align their training programmes accordingly. Those that focus on leadership skill development are more likely to consider their training programmes to be effective in improving business performance.

When senior leaders set the agenda for building capabilities, those agendas are more often aligned with the capability most important to performance.

Most companies focus on the capability which, executives say, is most important to business performance because it's a part of the companies' culture, not for any competitive reason. While culture is a strong driver of effective capability- building, companies that focus on certain capabilities for competitive reasons rather than cultural ones gain a stronger competitive advantage. For you to get in such competitive advantage you need to keenly peep in the alternatives available with you that can help you overcome employee problems so that you build a positive image of the firm among employees thus making the office a better place to stay for a longer time.

 
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