![]() ![]() It’s worth becoming comfortable and proficient at giving corrective feedback to your employees. Great leaders learn to do it well, and they are ready to do it if and when a situation calls for it. However, it is also one of the most critical skills that you must develop as a leader. Granted, giving tough and judicious feedback is one of the most uncomfortable things that you will have to do as a leader. Some managers spend months fretting about difficult employees without ever giving them actual behavioural feedback in a straightforward manner. When an employee undermines your authority, you often end up thinking about the employee’s negative behaviour and complaining about it to others. The difficult employee may even start behaving differently once they feel heard and acknowledged. Or, you may find out about a real workplace issue that’s not the employee’s fault which needs to be resolved. It’s possible that the employee in question is facing legitimate problems that you can address. In fact, in several cases, you can resolve the problem in itself simply by listening and paying attention. This is typically the first step towards improving the situation. They make an effort to develop the clearest possible understanding of the situation – this includes understanding the point of view of the difficult employee. However, great leaders know that the best way to deal with this situation is to become extra attentive. And so, we feel it’s better to turn our attention to other things this is often a form of self-protection and avoidance. We feel irritated, and the situation seems hopeless. When an employee is being difficult, the first reaction that some leaders have is to simply form an opinion of the employee and stop paying attention to what’s really going on. If you find your authority being challenged by a difficult employee, here are some steps you can take to reclaim control: Step 1: LISTEN In order to achieve this goal, you will need to tackle insubordination in a timely and effective manner. All good leaders want their employees to have a position experience on the job. Of course, it’s very unsettling when one’s position is not given proper due. ![]()
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