There are hundreds of different techniques that managers can use to get results and to solve problems.
Most of the time, the same or similar processes just have to be repeated and it’s a question of how often and how well. Other times, more creative solutions are needed.
Our management training courses are suitable for all levels and will help you know which techniques to use in different workplace situations.
A group brainstorming session is a very powerful way to unlock ideas – if properly organised and managed. Sometimes thought of as a ‘thought sharing’ session, this free flow of uncensored ideas is a brilliant way of generating original solutions to problems, or thinking of new ideas for change.
As much as we hate to admit it, everyone at some point or another brings a personal issue to work.
When personal issues start affecting professional behavior in the workplace, managers are presented with a particularly tough problem – especially when the issue is between two coworkers. It’s bound to happen, so it’s best to consider solutions now, before a problem gets out of hand.
Conflict resolution can be one of the most daunting tasks for new managers as employees look to them to solve their problems. Our Management Skills and Leadership courses both teach you how to deal with conflict in the workplace and keep things running smoothly.
Here are some suggestions for how to resolve workplace conflicts without taking sides:
Know your place
As a manager, it is important that you rise above the personal aspects of the conflict and assume nothing less than a managerial role.
Your employees look to you for guidance, and whether they are aware of it or not, you set the tone for their behavior in the office. Therefore, as tempting as it may be for you to involve yourself in the emotional side of an office dispute, you must stay level headed and strong as a leader. Read the rest of “How to Resolve Workplace Conflicts without Taking Sides”
Dealing with poor performance can be one of the most overwhelming tasks a manager has to undertake. This is particularly true if you have only recently become a manager, since giving feedback to those previously at the same level as you requires extra conviction.
This article gives some basic advice for managers on how to plan, carry out and follow through with meetings concerning a member of staff’s performance.
If you like this you might also find our Top 10 Tips for Motivating your Team useful
It is essential that you are completely prepared before you confront an employee about their performance. There are a number of ways in which to prepare, starting with:
1 – Defining the problem
This first stage is important for setting your own mind straight on the issues with your employee. You will want to set down a definition for:
- The problems you are having with the employee – be specific! If you realise at this stage that the issues are not great enough to warrant action, be truthful about this to yourself and drop the matter.
- How the employee should be behaving and performing.
- How much of a difference there is between the employee’s current performance and the performance you expect of them.
- Where your assessment of the employee’s behaviour has come from. If this is the result of information from other employees, could the other employee(s) be biased? Have you got any physical evidence to back up your claims? Read the rest of “How to Deal with Poor Performance”