Now and then, the employees you manage drive you crazy. In most cases the feeling is fleeting.
But not always. We’re all different, and at times those differences can be a bit too much to bear. What can you do when someone on your team regularly gives you a case of the grouchies?
What is your job as a manager? It’s a simple question but one you’ll need to keep front and center as you find yourself becoming frustrated with your employee. Frustration has a way of causing us to think less than rationally and act less than fairly, and you can’t afford that. You have a job to do, regardless of how you feel about a particular employee. Your job is to get work done through the individual. Your job is to coach, counsel, and mentor your employees. Your job is to develop their gifts for the good of the organization. You can’t do all that if you’re focused on your negative feelings instead of your responsibility as a manager and leader.
Granted, putting your annoyed feelings aside may be easier said than done. How do you keep yourself on track?
After you’ve reminded yourself of your duties as a manager (and this will have to become a habit; the first reminder probably won’t be enough if your employee is truly challenging), be prepared to continue with the cognitive therapy, because let’s face it: changing your attitude about this employee is your best chance of reducing your stress where he/she is concerned.
Here’s a few truisms to keep top of mind whenever you find yourself getting exasperated with your “problem child” employee:
We spend a lot of time at work, and it’s only natural to want to like everyone there. That’s probably not realistic, though. It’s also not realistic (or efficient or particularly good leadership) to fire everyone who makes you a little crazy, even if you have the authority to do so. Instead, figuring out how to manage your time with him or her is in everyone’s best interest.