The manager ability to deal with his employees perfectly and effectively is a key point in his career success. Especially inaccurate cases which need to be managed at once or at the moment, over less there will be circumstances, which will affect both of employees, manager and of course company outputs. I will address some abilities every successful manager should have.

STU

As in case also with dealing with angry employees, as the manager has to have the ability to address issues openly, honestly, and with a sense of urgency.  He must gain a wide vision and “STU” (seek to understand) conversation with a team member who is not meeting performance expectations or who is not adhering to policies and procedures.  This promotes respect and trust and prevents anyone from being “blindsided.”  For managers especially who are HRs, their role is not to choose sides but to find a common ground and move forward with a solution.

Follow-up

 

To follow up with employees and increase their compliance to job as a result to have connected human networks in the company. Also, a good point is Focusing on the team member’s behavior and avoid “placing blame” by using words such as “You did this” or “You need to stop.”   Dealing with difficult team members is a challenge because they are usually resistant to feedback and can become very defensive.  There are some conversations that I have to prep for by either seeking out peer feedback or utilizing the “DESC” model.

 

“DESC” model

 

(Describe the situation using the factual information; Express the impact of the behavior and how it is detrimental to the team, customer, and business; Specify the behavior change, and Consequences of behavior if not changed).Ultimately, building relationships with individuals and being actively engaged is the key to success for many managers if it wasn’t for all.  As If they can relate well to people, they can easily de-escalate a situation before it becomes an issue.  People also have to know what managers stand for. As every manager have to teach people the way he want to be treated so if he address issues at the moment, others will appreciate and respect him more for being fair and consistent and not tolerating unacceptable behavior or “playing favorites.”

 

Personal control 

 

From other side, the manager have to be managed completely to deal with himself as in case of being angry and to avoid getting in this. He have to learn how to cope with emotions and this come through his both experiences personally and professionally. Because simply, when frustrations were being allowed to be built, then it is an issue in itself and may develop problems and circumstances.  This could be overcome by addressing issues with a sense of urgency to prevent escalated conflict. As for them, sometimes, it would rather have a few waves in the ocean than a big tsunami hit all at once. The success manager who able to reflect his emotions as well as his actions to his employees , If he seem stressed, it will place more stress on peers and  If he have a positive, upbeat attitude then others will gravitate toward him. This came by identifying his own trigger points and understanding how to deal with them appropriately. As dealing with a tense situation without getting stressed because the same end result will be achieved.

 

Know and understand you team's needs

 

Understanding and knowing team members properly will help very much to tailor the message appropriately. Especially in cases which depends on individuals themselves as sadness, crying, or being hurt and so on. mostly will be emotional and sensitive situation, and the most proper way is know the persons individually to be able to cope with them and to know it’s point of interest and focus on it .as some of them may need soft words and others may just need the message without sugar coating because you know that, they are coping and ready for this. Regardless, he still have to empathize with the team member, understand his/her perspectives, and work together to find a solution. Because of emotions, in some shape or form, will always be a part of the workplace.  As long as they are handled correctly and do not become a distraction to others, then some manager  don’t have a problem if a team member has a bad day or has issues in his/her personal life.  Although they could encourage team members to keep their issues outside of the workplace, but the reality is that there will always be times when personal issues can affect work performance or decrease team morale. Thus need promptly respond from the manager in case of any potential concerns due to emotions and this will be related to situations, as if manager promotes an open door environment, then team members will have an appropriate avenue to vent concerns and frustrations behind a closed door.  It all build on understanding and knowing both of nature of employees and managers and what they are stand for.  If the manager allow team members to vent publicly and create drama, then others will view this as acceptable.  If he address the inappropriate behavior immediately and explain the importance of professional boundaries and tactfulness, then it can be resolved effectively.  If he take immediate action on these behaviors that are inconsistent with our culture, it will set a precedence for the entire team. This will lead us to know some key components that some managers probe for during an interview are whether or not the applicant can speak to are: integrity, trust, respect, attitude, accountability, customer service, team player, handling conflict, communication skills, and safety.

M.Abouzid