How to deal with difficult employee?

1. Identify the Problem:
Recognize the behavior:

•  Determine what specific actions or attitudes are causing problems. Is it negativity, lack of cooperation, poor communication, or something else?

Understand the root cause:

• Try to understand why the team member is acting the way they are. Is it insecurity, frustration, lack of skills, or something else?
• Focus on behavior, not personality:
• Avoid making personal attacks or judgments about their character. Focus on the specific actions that are causing problems.

2. Communicate Effectively:

• Be calm and empathetic: Approach the situation with a calm and understanding demeanor.
• Listen actively: Give the team member a chance to share their perspective and concerns.
• Use "I" statements: Express your concerns and feelings without blaming or accusing the team member.
• Set clear expectations and boundaries: Ensure everyone understands what is expected of them in terms of behavior and performance.
• Provide constructive feedback: Offer specific and actionable feedback on how they can improve.

3. Focus on Solutions:

• Collaborate on solutions: Work with the team member to find solutions to the problems.
• Offer support and resources: Provide the team member with the tools and resources they need to succeed.
• Encourage positive change: Focus on the positive steps the team member is taking and celebrate their successes.

4. Manage Conflict and Emotions:

• Address conflicts promptly: Don't let conflicts fester. Address them as soon as they arise.
• Stay calm and composed: Avoid getting drawn into emotional arguments.
• Seek mediation if necessary: If you are unable to resolve the conflict on your own, seek help from a supervisor or HR professional.

5. Escalate if Necessary:

•  Document incidents: Keep a record of any incidents or issues that arise.
• Follow company policies: Ensure you are following the company's policies and procedures for addressing difficult employees.
• Seek guidance from HR or management: If you are unable to resolve the issue on your own, seek guidance from HR or management.

 

How motivate teams?

Your team can make your business or break your business. And mindset of your team is the most important factor that determines whether they will give their best or not.

Without a motivated team you become the driver of your business

1. Co-Create the Goal
2. Pay people enough / market standard
3. Consistent training & mentoring
4. Recognition and Reward System
5. Care for their work life balance
6. Data Driven appraisal system (should not be a negotiation based appraisal)
7. Strong review system
8. spend time 1:1
   

https://www.youtube.com/watch?v=aTa1sHBlnqk&list=PLXGDvBCaIUtMFA4Ap_A2GsSjStrzZdcu9&index=17

 

How build teams ?

 An ideal team should have high Results and high Relationship.

1. Clarity of role 
• who will do what, role of each individual
2. Connection between team
• One to one relationship , faciliatation it
3. Co-Creation of goals
4. Competence development
5. Consistent Reviews
6. Culture of Result and Respect.
7. Celebrate.

https://www.youtube.com/watch?v=J9f1v1qwV4Q&list=PLXGDvBCaIUtMFA4Ap_A2GsSjStrzZdcu9&index=11

 

How Hire Right ?

 Remember "Hiring can make a business or break a business"

1. TASK clarity : Detailed job description
2. ASK clarity :  Attitude,Skills, & Knowledge
3. Explore different sourcing strategy
4. Screen and Select the right people 
• never ask direct ques , ask indirect questions like STAR interview 
• coding exercise etc 
  

https://www.youtube.com/watch?v=E19qkUkBBug&list=PLXGDvBCaIUtMFA4Ap_A2GsSjStrzZdcu9&index=8

 

 

How give feedback ?

Feedback is not negative , its not a mechanism to vent out frustration ... you don't need to vent out your frustrations during feedback.

As a leader , you need to realize "feedback is a development tool". Purpose is to 

• Help not hurt
• Give direction not confuse
  

 How not to give feedback

• do not blame
• never get angry
• vague feedback
• sarcastic nor taunt
• dont be indifferent (do not say you figure out , it is not my job, your job figure out) 
  

 How to give feedback , use B.E.S.T method

• Balanced : what you are doing good , what not doing good , what to do better
• Encouragement :  Let them know you trust them and have faith
• Specific : 
• Tone : of Respect and care , growth.

https://www.youtube.com/watch?v=aLVa6thRw28&list=PLXGDvBCaIUtMFA4Ap_A2GsSjStrzZdcu9&index=9

 

 

How to build Team Culture?

What is a Good Culture ?

A good culture is a place that values and prioritizes Result and Relationship at the same level. 

1. if an environment is only prioritizing results , then it becomes a very task oriented, dictatorial , authoritative environment , where it becomes boring for people and hence people do not stay long.
2. On other if there is an environment where people are only priotizing Relationship then = Coffe Cup Culture. Non Sustainable and does not cultivate careers. 

Steps

1. Education : Tell your team about what good culture is
2. Ask the team to list incidents where (i) relationship is prioritized (ii) result is prioritized
1. get ground realities 
3.  Brain storm solutions , How manage situation where Relationship is compromised , where Results is compromised 
1. Brainstorm what is out way , what is not our way
   
4.  Design our way and not our way ... make a poster and paste it in office
5. Continuous activity :- Review , Reaffirm , Realign and build role models.  
1. Review in weekly or monthly meetings, ask team when these situations happen did we go our way or not our way ... Ask new situation
2.  Reward & recognize role modesl

 

Hold accountable without blaming or assassinating their character... Solution Focused rather than Blame focused.

https://www.youtube.com/watch?v=9DFeSBHLJqU&list=PLXGDvBCaIUtMFA4Ap_A2GsSjStrzZdcu9&index=6

 

 

Building High Performing Teams

 https://www.youtube.com/watch?v=B5uIXMIT0qs

 

• Accountability
• culture of accountability 
• Accountability is not attacking or giving negative feedback 
• purpose of accountability is by asking people questions to help them realize they need to reflect on what they need to shift their approach.
• Accountability is a conversation for progress not pressure.  
  
• Belonging
• Every business is peoples business 
• drive a culture of belonging and bonding , so that there is a sense of belonging of relationship
  
• Coaching
• constant creation of future 
• when capability grows , performance grows 
  
• Decision Making
• decisions are actions to growth 
• Expression
• if you are serious about building an org which can run without you , you need to empower people with the wise" , you cant run "boss is always right".
• People should feel empowered to speak their mins , so that healthy discussions happen... get creative best of your team