How to manage difficult subordinate at work , iiQ8 info, IndianInQ8
Dear All, How to manage difficult subordinate at work , iiQ8 info, IndianInQ8 ?
- Have a Clear Job Description (JD)
Start by ensuring the subordinate’s role and responsibilities are clearly defined. A detailed job description sets expectations upfront and helps avoid confusion about what is required. When duties are transparent, it’s easier to identify where the employee is falling short.
- Ask Around About His Past
Gathering background information from previous managers or colleagues can provide insights into recurring issues or strengths. This helps you understand if the difficulties are new or part of a pattern, and guides your approach.
- Learn About His Family Background
Understanding personal circumstances can shed light on external factors affecting performance or behavior. Challenges at home may impact focus or attitude at work, and showing empathy can build trust.
- Understand About His Outside Involvement if Any
Find out if the employee is engaged in other commitments like studies, part-time jobs, or community roles. These can influence energy levels and availability, and knowing this helps you tailor support realistically.
- Look for His Strengths and Areas for Improvement
Every employee has talents; identify what your subordinate does well and where they struggle. Focusing on strengths boosts morale, while clearly pinpointing weaknesses provides direction for development.
- Analyse the Cause(s) of the Issue
Try to uncover why the problems exist. Is it lack of skills, motivation, unclear instructions, or personal issues? Understanding root causes is crucial for effective solutions rather than just addressing symptoms.
- Discuss Face to Face and Make Him Understand His Role
Hold an honest and respectful one-on-one conversation. Clarify his job expectations, performance concerns, and the impact of his behavior. Direct communication reduces misunderstandings and sets a foundation for improvement.
- Let Him Understand Your Role as His Superior
Explain your responsibilities as a manager, including supporting him, ensuring team productivity, and making tough decisions when necessary. This transparency can help establish mutual respect and clarify authority.
- Make Him Understand the Cause and Effect of His Actions
Show how his behavior or performance affects the team, projects, and the organization’s goals. Helping him see the consequences can motivate positive change.
- Give Him Some Time to Understand, Reflect and Improve
Change doesn’t happen overnight. Allow the employee a reasonable period to absorb feedback, reflect on it, and demonstrate improvement before taking further action.
- Assist Him with His Tasks
Offer guidance, resources, or mentorship to help him overcome challenges. Supportive leadership can transform resistance into engagement.
- If No Improvement, Put Him Under Performance Improvement Plan (PIP)
If problems persist, formally place the employee on a PIP, outlining specific goals, timelines, and consequences. This structured approach shows seriousness and provides clear expectations.
- Reassign Role Would Be Thoughtful for Large Organisation but Not Advisable for SME
In bigger companies, shifting the employee to a different role that better suits their skills might work. However, in small or medium enterprises, limited roles make reassignment impractical and disruptive.
- Assign Him Short Term Tasks (1-3 Months), Explain to Him Clearly and Let Him Sign Off
Give him manageable, time-bound assignments with clear objectives and have him acknowledge them. This builds accountability and allows you to monitor progress closely.
- Provide Assistance or Training if Necessary
Offer relevant training or professional development opportunities to bridge skill gaps. Investing in their growth shows commitment and might unlock better performance.
- If Still No Improvement After 3 Opportunities, Let Him Go
If repeated efforts fail, parting ways might be necessary to protect the team and organization’s health. It’s a difficult decision but sometimes essential.
- There’s Nothing You Can Do to Help Him Anymore 🙃
Recognize when you’ve exhausted all reasonable measures. Accepting this helps you focus on moving forward rather than dwelling on unchangeable situations.
- Don’t Feel Bad, You Have Done Justice to Him and Others Within the Organisation
Making tough decisions is part of leadership. Remember that you have been fair, provided chances, and upheld the organization’s best interests.
- One Said, ‘When One Door is Closed, a Few Other Doors of Opportunities Will Be Opened’
Change often leads to new opportunities—for you, the employee, and the organization. Stay optimistic about future possibilities.
- God Bless You and Us All 🙏
Managing difficult people can be stressful. Take care of yourself and remember you’re not alone in facing such challenges.
How to manage difficult subordinate at work , iiQ8 info, IndianInQ8
1. Have a clear Job Description (JD)
2. Ask around about his past
3. Learn about his family background
4. Understand about his outside involvement if any
5. Look for his strengths and areas for improvement
6. Analyse the cause(es) of the issue
7. Discuss face to face and make him understand his role
8. Let him understand your role as his superior
9. Make him understand the cause and effect of his actions
10. Give him some time to understand, reflect and improve
11. Assist him with his tasks
12. If no improvement, put him under performance improvement plan (PIP)
13. Reassign role would be thoughtful for large organisation but not advisable for SME
14. Assign him short term tasks (1-3 months), explain to him clearly and let him sign off
15. Provide assistance or training if necessary
16. If still no improvement after 3 opportunities, let him go.
17. There’s nothing you can do to help him anymore🙃
18. Don’t feel bad, you have done justice to him and others within the organisation
19. One said, ‘when one door is closed, a few other doors of opportunities will be opened’
20. God bless you and us all🙏
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