In any business, whether large corporations or start-up companies can appear the “staff stubborn”. These are individuals who tend to oppose underground disagree manage or refuse to comply with the general rules. Some cases also clearly manifested as sharp as often argue superior to influence the spirit team or creating working environment, lack of positive.
If there is no way to manage staff stubborn, consistent, organized very easy to fall into a state of loss of control internal. Small inconsistencies can become cracking, making work performance, reduced employee morale is pulled down, even increase the rate of quitting. More dangerous, if to last long, a few individuals can negatively affect corporate culture and belief in the leadership team.
This article Lac Viet SureHCS will go deep into the essence of the problem, analyze the behavior common causes behind with the strategy of effective management practice.
1. Staff stubborn, who are you? Recognition soon to handle the right direction
1.1. Definition employees stubborn, what is?
Staff stubborn as people tend to reject orders, delaying the implementation of the mission or even openly disobey company rules. However, it is important to clarify that not everyone has the knowledge independently is also the “stubborn”. A staff reviewer to find a better solution or protect the value right for the organization is something to be welcomed.
On the contrary, the “stubborn” in the context human resource management is people often react negatively to the collective decision, lack of cooperation and not to accept feedback constructively. This is a group of personnel that businesses need to manage the staff uncomfortable reasonable to avoid implications long.
1.2. Signs to recognize employees stubborn in business
How to handle employees stubborn effective first step is to get the exact opposite. Some typical manifestations include:
- Employees or controversy: regular debate at the wrong time, reject the decision of the management right in the meeting or via internal email, with a disrespectful attitude.
- Action does not follow the process: skip the step of approval, not coordinated with the group to influence the progress or the final result.
- Spread the negative thought: complains about the company, criticized internal policies with new colleagues, creating confusion in the team.
- Anti-passive: does not cooperate, but also does not react directly, for example delaying the work, no email responses, deliberately do wrong to express discontent.
Early detection of these signs allows enterprise initiative launched embodiment, the interference fit, instead of just processing when the condition is escalating. More importantly, the identification of the right people, the right problem is the premise to establish a management process fair, preserve cultural organization development team in a healthy way effective.
2. Causes why employees become stubborn?
To find the way to manage staff stubborn effective, managers need to start from understanding why employees leave the current real cooperation, opposition, or bigotry. As practice shows, an individual does not naturally become “hard security” that much of this behavior stems from the factors within the individual and the work environment around.
2.1. Cause from the personal staff
- Big egos, lack of collaboration skills: A number of staff have the expertise good but bring in his thinking, “only I'm right,” hard to get feedback. When falling into the environment in the spirit of team work, they often conflict with colleagues or superiors from that feeling “uncomfortable” in how to behave. If not adjusted, this will be the starting point for behavior stubborn stretch.
- Work pressure, lack of intrinsic motivation: Many cases employees or controversy or opposition, not because want to make it difficult for business, but because they are troubled individuals, psychological stress or no longer feels the excitement with work. When losing motivation, attitude, work becomes negatively reacts in the direction of confrontation, especially when being asked to comply, or change.
Practical example: A marketing staff of each embody the creative spirit high, after being delivered constantly the beginning of the repeat and not get positive feedback from superiors, gradually becoming the reaction of all new requests. Behavior “stubborn” this actually is the result from the feeling of being lightly not recognized.
2.2. Causes from the environment business
- Work culture lack of consistency: When the principle of internal unclear or apply uneven between the individual, will create a sense of injustice. Some employees will choose how to react strongly to demand justice in its own way, become “the opposition in the group”. In this case, instead of just focusing on the processing of employees stubborn, managers need to re-evaluate transparency and fairness in the operating system.
- Management lack of communication skills and empathy: A good leader not only ordered but also the listener, adjust the convey. If managers frequently use negative language, imposed or lack of sophistication in the comments, the staff vulnerable self-esteem and resistance. This condition the longer it is the more formation distance, led to conflict, underground or direct confrontation.
- Lack of feedback mechanism, two-dimensional: In many businesses, employees do not have the opportunity to speak or make comments. They feel their voice has no value from it choose how to react negatively to express attitude. This is a “blind zone” that many managers ignore when looking how to manage the staff uncomfortable.
Understanding root causes to help managers do not fall into the state carrying handle for deputy, feeling. Instead, businesses can design sustainable solutions to improve internal culture, establish feedback mechanism, multi-dimensional, training, communication skills for managers... These things not only help manage staff stubborn, more efficiently but also increase the level of cohesion of the whole team.
3. How to manage staff stubborn: 6 strategies proven
Dealing with an employee stubborn should not be considered a “risk need to remove” which is the opportunity to house management training, leadership skills, people and team development in a sustainable way. Here are 6 how to manage hr effectively practices have been many enterprises, successfully applied in the management of the employee discomfort from it make up the positive changes in the work environment.
3.1. Communicate clearly, frankly, but respect
One of the common mistakes when handling employee stubborn is to use the command definitive or “say heavy to deterrence”. This only makes the opposite resistance stronger. Instead, the way communication should go towards building the frank but respectful.
For example: Instead of saying “You have to follow properly so,” be transformed into “I think there's way more efficient than not, for us to exchange?”. The small change in language will soothe the open air the way for collaboration.
Communicate ingenious help to reduce stress, maintain the reputation of the manager and keep the spirit working in groups, especially in stressful situations with employees or controversy.
3.2. Listen to understand root causes
In some cases, employees stubborn, stemming from feelings of hurt, not to be heard or are having difficulty separately. If only behavioral treatment surface, you will miss a chance to fix the root of the problem.
Ask open-ended questions such as “Recent, brother/sister feel what makes the work becomes difficult?” or “I want to hear the thoughts of him/her about how the current” can help unlock the concerns that currently exist.
Listening to not only the stress but also help managers better understand the personal motivation of the staff, from that design, the mission, policies, or working environment more suitable.
3.3. Set clear boundaries consistency in behavior
Employees tend to “unpleasant” sometimes strong reaction is because they feel the organization lack of principle or are bias. Therefore, the set boundary behavior clear and applicable is the most important step in how to manage employees stubborn.
For example: When an employee is constantly late deadline, there should be specific rules, written warnings and historical records acts to ensure transparency. Absolutely not handled according to the sense or based on personal relationships.
When the boundary behavior are maintained clear for all staff, including the “hard top” are aware that the company sets the standard, professional, serious, systematic.
3.4. Delivered right to have control to employees found to be responsible
Instead of tightening control, give employees specific roles with clear requirements and discretion in limited range. This helps them find yourself being confident, at the same time also have no excuse to blame others if you don't complete the task.
For example, An employee often opposed to the idea of the group, let's give them in charge of a joint project with KPIs transparently and completion time clearly.
This approach has reduced the stress of confrontation, just help employees self-responsibility with the results from that attitude adjustments work more actively.
3.5. Apply technical “3S”: Soft – Strict – Supportive
This is a behavior pattern, simple but effective in how to handle employees stubborn:
- Soft (soft): accessible by peaceful attitude, avoid opposing.
- Strict (seriously): Set out clear expectations, not a concession to the limits of the work.
- Supportive (support): Always ready to help when employees need, so they don't feel neglected.
Technical 3S help managers keep a balance between strict and flexible from that built the trust and cooperation from the staff “difficult” one.
3.6. Re-assess the role and appropriate environment for that employee
Not everyone is suited to every location. An employee can be evaluated as “difficult partner” in this room, but develop capacity in other parts. Consider the ability to move the location, re-training or change the task to create a new environment more suitable.
For example, An employee tends to “disprove” constantly in commissioning groups but show the ability to analyze well, can be consider switching to R&D or quality control.
The revaluation of the role not only as solution “to keep the right way”, but also help enterprises optimize resources without having to take the new job openings or training from scratch.
The strategy on not only help manage staff stubborn, more efficient, but also contribute to building a work environment that is transparent, professional, and direction to lasting performance. Instead of confront or let go of, please reach out towards the out – direction – tuning to turn the individual demanding the factors that contribute positively to the organization.
4. Technology solutions managed support staff more effectively
With the case worker or controversy, difficult to control or signs of opposition, technology is a powerful assistant to help managers have accurate data to make decisions fair.
Here are three technology solutions can practical support in how to manage employees stubborn:
4.1. Recorded and instant feedback software reviews 360 degree
Rating system, 360 degree allows employees to receive feedback not only from above but also from colleagues at the same level and the level below (if available). Data is collected periodically, thereby helping managers be more comprehensive overview about the attitude, behavior of staff.
For example: An employee constantly have the expression “real partnership” with management, but were colleagues appreciate about the possibility of support groups, spiritual learning, this suggests the problem lies in personal conflicts, not completely from power.
Practical benefits:
- Reducing bias in reviews.
- Help managers determine the true nature of the problem before making treatment decisions.
- Create opportunities for employees, which is reflected back their own behavior from multiple perspectives, from which receptive to feedback more.
4.2. Apply system, KPI transparent track the progress of the work
A big part contradictions between employees and management comes from the inconsistency of expectations, goals, or evaluate the results of the work. With the system KPI is clearly established, updated automatically in real-time, managers can easily monitor the progress, performance that is not dependent on feelings.
In these situations, employees or controversy, they often citing that being judged unfairly or is assigned outside of the range. KPI transparency is a tool to help neutralize the debate with this objectively.
Practical benefits:
- Increase transparency in management.
- Avoid needless controversies between employees and management.
- Create a clear basis to handle when job performance is not satisfactory, especially effective in how to handle the hard staff first, by operating the lang data instead of emotions.
4.3. Use management software integrated personnel AI early warning risk of personnel
A number of solutions software personnel management modern as LV SureHCS HRM integrated artificial intelligence (AI) to analyze behavioral trends, the holiday, the level of interaction, work habits... from that early warning of the risk of personnel, including signs against or reduce mounted.
For example: If an employee is ever dynamic, recently often go late, up to interact with the system or to withdraw from group activities, the system can detect warning signals to the active management access before the conflict.
CONVERT THE NUMBER OF PERSONNEL WITH COMPREHENSIVE LAC VIET SUREHCS
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Practical benefits:
- Identify early problems in order to handle, flexible, not to contradict become for the head.
- To help manage the timely correction approach with the employee discomfort that does not need to wait until there is a violation.
- Support the construction of the work environment have the ability to self-regulate, to reduce dependence on individual response.
Instead of losing time to debate head to head with the individual “hard way”, the business can turn to technological solutions to management by data, feedback multi-dimensional and early warning system. This is a smart approach to help managers not only handle personnel difficult but also enhance the capacity of management and treatment of the whole team.
Hard staff, employees or controversy, or the individuals with challenging behavior in the workplace was not “problems need to remove,” which is an indication that organizations need to adjust the way human governance. The applied properly manage employees stubborn, from communicating effectively, set clear expectations to technology application suitable not only help to neutralize the contradictions that create conditions for these individuals develop values in a positive direction.
Don't let the small conflicts affect the entire organization, let's start from the upgrade process management, your hr today. If you are looking for the solution to reviews, track and behavioral orientation staff effectively, please contact us to get advice demo management software smart hr LV SureHCS to help you proactively before all personnel administration complex.
