Dealing with Employees Who Just Don’t Get It - Unique Training & Development

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Dealing with Employees Who Just Don’t Get It
Dealing with Employees Who Just Don’t Get It

What happens when you’re enlightened, but you are surrounded by peers who just don’t get it?

Many organizations require help when they are experiencing rapid growth or some other change and pressure. For example, this can happen when a senior leader changes in the organization and they want employees who are on the same page as them.

Leaders will often bring in one or two people who “get it”— but what happens to the others on the team who don’t? What should you do if you are one of the leaders who are with the program when others are not?

Here are a few tips for you!

The first tip is to lead by example.

Chances are you are already doing this if you are one of the proactive enlightened people. If you set an example, others can observe your behaviour, and notice the difference between how they might be handling a situation.

Setting a positive example is beneficial to those who may be observing you in the workgroup. Click To Tweet

The second tip is to give people time to change.

Think about your own evolution as a leader. Chances are you have learned some valuable lessons, had good mentorship, were surrounded by good peers and, over time, your leadership improved.

Other leaders in your organization may not have received the same level of training, education or experience.

Give these leaders time to learn, change their minds, and get aligned with the new way of doing things. This can be excruciatingly slow, and sometimes hiring leadership and development trainers can help elevate skills. But it takes time for people to change. Give them the chance to meet expectations.

The third tip is to encourage growth.

 As people make positive changes, it helps you, as a peer or colleague, to acknowledge or reward what you are seeing. That way, they will know they are on the right track, and you will be seeing more behaviors that support the changes you are trying to make as a leader.

You might ask, “why should I get involved with helping my peers who are slower than me? Aren’t I supposed to just look out for myself?”

As a proactive and enlightened leader, your duty is to not only deliver the results you are expected to deliver but to also better the organization and improve the working conditions and lives of the people that work there.

Go beyond your personal deliveries in terms of what you do for the organization and try to help your peers get better over time. Click To Tweet

As you work with your team and help them elevate their skills you will no longer feel like the only one who gets it.

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