If one more person says "Welcome to management!", I will punch them in the kidney.
I see now why it's so very important to pay anyone in a supervisory position more money. Not just because it's more responsibility. Oh no. It's much worse than that. It's the whining. I am sufficiently shocked at the sheer amount of whining that 30 people women are capable of. This is, hands down, the worst part of my job. I used to like these
( Read more... )
You might want to think about sending yourself or a bunch of your employees to training courses on how to handle conflicts. It is very difficult for some people to face their "foes" and let them know about things that are bothersome. They need to learn to do it without an expectation of conflict and to say it without creating conflict. Teaching them how to broach the subject without putting someone else on the defensive. Also reminding them that they themselves (as does everyone) often respond in ways that reflect what has been happening to them that day. Responding positively when they are having a great day and negatively when having a bad day. And they have to expect that from others as well and not take it personally unless someone has directly led a personal attack (may need to explain what that is).
Bringing the supervisor into the discussion should only happen if they feel they didn't get anywhere with a "one on one" discussion.
If major conflicts still exist - maybe a monthly group meeting (small groups) may help to air some grievances or to improve communications - but this may need to be monitored by experts.
Reply
Leave a comment