Co-Workers Be Wary!

We spend so much time and money on management training and still we struggle to maintain the engagement levels of our employees.  In fact, some organizations report declines in their engagement levels after working on them for 3-5 years.  Why is that the case?  One reason might be that we focus way too much on the manager.  Actually it is because we focus way too little on the individual. 

 Another Fine Mess I Can’t Get Out Of!

 In a recent study completed by  62% of the respondents reported co-workers cause them more stress than their bosses.  Clearly we have challenges in our professional ranks.  What is even more worrisome is that these findings have been followed up with another related question. 

 “How would you rate your ability to protect yourself from a difficult person at work?”

 Sadly the findings thus far illustrate that 60% of our workforce feels ill equipped to handle this challenge. 

 What has your organization done to help employees learn to deal with stressful situations, difficult people, and conflict? 

Here are some quick suggestions:

  • Provide conflict resolution training to your employees
  • Take the Thomas-Kilmann Conflict Mode Instrument (TKI)
  • Provide stress relief classes
  • Practice improvisational skills in difficult circumstances
  • Offer a listening and asserting program
  • Supply coaching for those in need of these skills
  • Give a recommended reading list to your employees on these topics
  • Work on accountability and ownership issues
  • Use experiential learning to overcome fears
  • Create a workplace rule to leave the ego at the door!

What suggestions do you have?


3 thoughts on “Co-Workers Be Wary!

  1. In too many cases, management has become oblivious to the day to day culture of the workforce, to the point that in many cases, “the inmates are running the asylum”. Alongside giving employees training in how to deal with co-workers, many managers need training and accountability. Too often they ignore the problem workers, hoping the issue will just go away. Whether in a union or non-union environment, there are ways and means to intervene that initially can be focused on improving the culture for all concerned, and if necessary can be moved to dealing with the “perpetrator(s) more directly should they chose not to respond.
    Simply giving employees training and leaving it up to them to cope is a sure sign of weak management and sets up the potential to lose the good employees and be stuck with those causing the problems.

  2. Companies spend millions on management development, yet they rarely do any follow up to ensure their well spent money is being put to good use. Accountability is key at all levels in any corporation and without it you can spend all the money you want but you’ll get minimal results in the end. Employees know how to play games and will pit managers against one another which creates discord and trust issues. Developing good follow up programs that keeps the material fresh and the use of practical, real life scenarios for managers to work on together will increase teamwork and trust. If your management team is engaged and trust worthy then your employees will be more willing to be engaged.

  3. I’d like to thank you for the efforts you have made in writing this post. I am hoping the exact same best work from you in the long term too. In reality your creative writing skills has inspired me to start my own BlogEngine blog now.

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