HOW TO TACKLE CONFLICT: DEALING WITH A DIFFICULT MANAGER.

 HOW TO DEAL WITH A DIFFICULT     

     MANAGER!!!

       

Dealing with a difficult manager

 There are many interesting thing to consider, so lets start with the first things first.

Consider this question – Why are they being difficult with you?

Why are you two not getting on? Maybe it is you that is the problem?

Is there an issue with your performance or their expectations of you? You need to make sure you are above reproach before you challenge them about their behaviour.

Are they difficult with everyone? Perhaps it is just their manner, or maybe they have problems at home- marital problems, an ill relative, dependent parents. Perhaps some understanding from you would be helpful, instead of antagonism.

Perhaps they are under pressure to achieve targets, or are overworked, and they need more from you to reduce their workload

Think about all these issues and confirm to yourself that their behaviour is unreasonable. If so, then have a chat with them. Tell them how you feel, in an open, unemotional way, explain the problem, and the resolution you propose. You may find they have not appreciated the problem you were facing or how you felt.

Be aware – After this things may improve, but the danger is that they could seriously deteriorate. You may have to make some adjustments, or find yourself a new job, either because they are unwilling to change, or you have offended them and made the situation untenable.

The final decision is of course yours to take. 

Conversely, a manager too need to prove his mastery over his subordinates cautiously. So, how can he deal with a difficult staff member. Stay to look up the ensuing write up.

Dealing with a difficult staff member

As a manager, if there is someone in your team who is causing conflict, you must address the situation. If it is not dealt with, matters may deteriorate, morale and performance could be affected.

As always first consider the situation-

Is the team member aware they are causing conflict? Or are they unaware their behaviour is causing a problem. Will a quiet word with them suffice? Can you get them to change their behaviour?

How has the problem arisen? Communication failure, poor training, poor management?

Think the issue through, collect some facts, gather information and observe the person. Develop an action plan in your mind, and deal with the problem sensitively, giving feedback appropriately. Ideally they will acknowledge their part in the problem and work with you to get back on track. If not, you may need to consider termination of their contract.

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