Even though, I have been a manager in my department for nine months now, I have an employee that still compares to the manger before. I have tried to comprise, listen and give her my viewpoint of who I am and what I do and that I’m nothing like the manger before me. The manager before would yell at her associates; hound them like they were little children who don’t understand. She is the type of manger that does not respect most of her employees unless you were her favorite. At times, I feel she needs to move to her department and work back under her, because of the control the other manager has, but she is good at what she does and she has a respected amount of cliental. When I first took the position, I told each associate that I’m not there mama and we are here to serve customers and work as a team. I told them, I will respect, and listen and honor any request or any situations that may occur, however, all I want is respect and in open mind to any task that I may need done. What am I to do about this employee that refuses to listen and still compares me to the other manager? My store manager already knew about her attitude so talking with him has failed he figures by me being a manger I can figure something out but I can’t, I don’t know what else to do.
Tree of love
This was a gift given to me on my last day of student teaching in Leesburg, Ga by the students and my master teacher in May of 2010. I treasure this gift because it reminds me of the passion and the ambition they felt for me.
If the other manager is awful and controlling why does this employee like them so much? I would sit down with this employee and tell them that you appreciate the relationship she hd with the prior manager and am glad they worked together so well but that things have changed and in order for you two to work together effectively that you would like to get to know her better. SHe might be worried if she looses the connection or communication with the other manager that she will loose her spot in the company. Ask her her opinion on things (even if you know the answer already) so she feels like she is contributing. It is hard for some people to let go of what is comfortable and accept change. She might be scared of what you plan for the future for the department. Maybe if she feels more of the decision making process and you are seeking out her opinion (and others) she will be open to letting go of the old and accepting the new.
ReplyDeleteThe reality is it might take time and patience on your part. As long as you get a feel for the type of communicator she is and hre personality I think she will come around. She needs to learn to trust you now.
This comment has been removed by the author.
ReplyDeleteHello Tanya
ReplyDeleteSounds like you are in the perfect position to apply what we are learning right?
Based on what I have learned, applying the "probing" technique (getting an understanding by asking open ended questions to gather more information)could help you get to the root of the issue (O'Hair & Weimann, 2009). Also sharing with the employee how her statements make you feel could be helpful and then stating to her what you want, could possibly move the two of you forward . You will also have to get in touch with what you are feeling as well so that you can label your emotions. Once you have identified your emotions, you might try what "The third side (n.d.)calls "the balcony" approach, detaching yourself from the situation in order to get a third perspective. I wish you all the best. You can do it! I must share that I have been applying this stuff, and for the most part I have seen some improvements already.
References
O’Hair, D. & Wiemann, M. (2009). Real communication. New York: Bedford/St.
Martin’s.The Third Side. (n.d.). The third side. Retrieved from http://www.thirdside.org/
Tanya
ReplyDeleteThank you for the truth that my daughter should not have been driving. This was a point that I did make when we were in the car. All I can say is God's mercy!