Employees just want respect.
If you're struggling with getting it from your supervisor, or you're dealing with a defiant or belligerent employee and you're at your wits end, reach out to me. We can overview the situation and come up with solutions.
I just worked with a young man who was struggling with his supervisor. In fact, he'd gotten suspended for a couple days. Situation, he told his supervisor he thought he was smarter because he spoke TWO languages: Spanish and English and his supervisor only spoke ONE.
Reality: the employee felt he was being treated as a child and blurted this out to try and establish that he wanted more autonomy and trust from his supervisor and there were specific instances and behavior that he wanted to outline and request behavior changes around.
The supervisor felt that there were specific responsibilities which had been inappropriately attended to: late, ignored and that some of the breaks the employee took were unwarranted.
SOLUTION: The supervisor was unclear about the specific things he wanted to see change, AND WHY.
The employee was "ACTING OUT" instead of stating the specific things that were getting in the way of trust and respect at work.
I helped the employee to put together a thoughtful and respectful script to share concerns and needs. You have to give respect if you want it. I helped him see how his retaliatory behavior actually made things worse. I also helped him see how some of his behavior might have caused the supervisor to go into "attack" mode. He came up with a separate script to address what he knew were core concerns of the supervisor and ways to address them.
Now they are much more respectful of each other and the employee is back on track.
Reach out if YOU need support and get back on track too.
If you're struggling with getting it from your supervisor, or you're dealing with a defiant or belligerent employee and you're at your wits end, reach out to me. We can overview the situation and come up with solutions.
I just worked with a young man who was struggling with his supervisor. In fact, he'd gotten suspended for a couple days. Situation, he told his supervisor he thought he was smarter because he spoke TWO languages: Spanish and English and his supervisor only spoke ONE.
Reality: the employee felt he was being treated as a child and blurted this out to try and establish that he wanted more autonomy and trust from his supervisor and there were specific instances and behavior that he wanted to outline and request behavior changes around.
The supervisor felt that there were specific responsibilities which had been inappropriately attended to: late, ignored and that some of the breaks the employee took were unwarranted.
SOLUTION: The supervisor was unclear about the specific things he wanted to see change, AND WHY.
The employee was "ACTING OUT" instead of stating the specific things that were getting in the way of trust and respect at work.
I helped the employee to put together a thoughtful and respectful script to share concerns and needs. You have to give respect if you want it. I helped him see how his retaliatory behavior actually made things worse. I also helped him see how some of his behavior might have caused the supervisor to go into "attack" mode. He came up with a separate script to address what he knew were core concerns of the supervisor and ways to address them.
Now they are much more respectful of each other and the employee is back on track.
Reach out if YOU need support and get back on track too.
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