As an example, middle-level, as well as high-level managers, are spending the majority of their time just by talking to people.
In this comprehensive guide, we will break this topic into 9 parts. You will learn how to use soft skills techniques to achieve win-win situation while solving problematic situations but also how to have rock-stable arguments to empower your words. We can promise you, these tips and tricks will be a game changer for you as a manager.
What are we waiting for?
1. Don’t raise your voice, ever
“If you speak louder, you will sound more powerful” is so wrong.
It really is one of the first mistakes made by managers and many other employers. Probably the cause lies in our parents who used to raise their voices when yelling at us.
So, it isn’t much of our fault that in later years we behave in that way, but you can’t afford to do it on your work.
When facing underperforming employees or the ones who are making crucial mistakes, raising your voice is the last thing to do.
What is the solution?
You are right, having the kind voice along with strong arguments is the way to go. The result? Your communication with employees will have a dramatically different path, in a positive way.
But to make something clear, don’t lose your attitude and character. Ever.
Just by correcting your voice, employees will be more open to talk about their problems and accept your suggestions too.
Don’t forget, very often it is not about what you say but how you say something. Use this quote as your everyday reminder and apply it in particular situations.
2. Show appreciation (+ Take some time only for them)
Psychology plays a huge role, especially in business communication.
From time to time, you find someone who has such a great soft skills. Have you ever wondered what they have done to achieve it?
The most awards go to psychological techniques mostly learned in “How to win friends and influence people” by Dale Carnegie, a must read piece of work and highly recommended by many successful people.
Dale’s book will reshape or build your mindset and help you get what you want along with nice manner.
But probably you are wondering…
“Why you are telling me all of this?”
It has more correlation than you can imagine.
Here is another fact: People like to feel important. It is not all about you as a manager. It’s psychology again.
For achieving great success in managing people, your strategy might be letting your difficult employee feel important Not always but occasionally for sure.
Just let them know that their opinion matters and you do respect them.
Only if you give, you can expect to receive. Keep that in mind.
3. Use data-driven arguments
Arguments and proofs are always more powerful than words. If technology is involved, even better.
One of the reasons we created WorkPuls is regarding tracking employees’ productivity. Using WorkPuls real-time employee tracking software you are able to extract all information you need to empower your words toward difficult employees and show them the real proof if you believe they are not performing well. You can use Workpuls for office and remote employee monitoring.
Justice is on your side.
Workpuls helps you to see who is late for work, which apps and websites employees are using in real-time, get screenshots of their computer activities, and store the data up to 2 years.
Not only that but it is a great Solution for Automating Payroll Timesheets, Monitoring, and Analyzing Productivity.
You can start free 14 Days Trial and start monitoring your employees here:
4. Ask them or think about what they are able to do the best
Recruiting process knows to be unpredictably long. It usually takes days but in corporations like Google and Apple sometimes weeks or even months before someone gets a green light. Corporations are trying to find the most-suited employee for their needs.
Consequently, it is not a wise decision to give up on your employee immediately unless you already have an exchange.
You recruited them for a reason, and they have some qualities for sure. Have you ever asked them if they are producing the best work they can produce? Do they possess some “hidden” skills you haven’t known?
Those are the questions you should begin with.
Very often you will be pleasantly surprised.
5. Make some deals
“If you can’t feed a team with two pizzas, it is too large. That limits a task force to five to seven people, depending on their appetites.” said the Founder and CEO of Amazon Jeff Bezos.
His two-pizza rule is also related to achieving conclusions.
Conclusions are a crucial part of every meeting. Translated into our topic, making some deals with your employee after every meeting is crucial for further cooperation.
Set a goal and date when the goal will be achieved.
In any time you can ask the employee “How we are going?” or “Do you need any help?”. Those questions will show both support and care about the deal.
If you act in that way, there is no space for any excuses, and you are the one who is leading the process. In a situation where the problematic employee does not succeed in deals, you have all rights to take further actions.
6. Have a backup plan
While the deal you made with a difficult employee can be achieved or not, you have plenty of time to think different. It is the right moment for you to have alternatives and think one step forward.
You can think in a way “If something goes wrong regarding our deal, what should I do? or “If everything goes wrong, what should be the best solution?”
Our suggestion is to be proactive and never rely on only one solution. Consider what can might wrong and be prepared for problems and challenges that can occur. It is a habit of many successful managers.
7. Talk to other employees inside difficult employee’s department
Before you even start talking to your employees, you should identify the issues by using some computer monitoring software. Throughout our ultimate guide, we mentioned many ways to manage problematic employees. In most tips and tricks we haven’t written about other people inside the company. The ones who have higher or lower impact on events that happen between you as a manager and problematic employee.
Those people are spending all of their working time with the person you are dealing with. It is an extraordinary place to gather more information about someone. Observation and then action.
Our suggestion is to find a few minutes every day to invite employees one by one and let them share their opinion about the problematic employee.
This tactic will help you to expand your thoughts and sometimes consider the challenging situation from different angles. Also, it will help you to validate your beliefs and thoughts.
8. Bonus Tip – Exchange opinions with managers in other companies
If you are new to HR or just started with managing employees, you will face a lot of obstacles. Be aware that most of those problems had a manager in similar companies.
Our advice is to get in touch with the manager in your field and always feel free to ask them how they survived the challenges you are facing right now.
We are confident that you will hear a lot of useful advice and implement in your further work. After you solve the problem, keep expanding your social capital, it is worth the effort.
9. Bonus Tip 2 – Prepare them for upcoming events
When you come to a point where you can predict what will happen and you tried everything to make things better, it is the time to face the truth. It is normal to invite the employee and envisage what will happen next.
This can be a great motivation for them to realize the importance of the problem and help them understand what they need to do in order to save their job and become cooperative and productive again.
It will be a win-win situation for both. You will win because you have just said the consequences if something doesn’t change to better and employee also wins because they have the last chance to show off.
In this guide, we went through numerous approaches that you can implement in your daily work. Using the 9 tips we wrote about, you are now able to solve many situations you will face in upcoming years of your career.
Take action now!
Start monitoring your employees using WorkPuls Time Tracking Software. First two weeks are on us!