I work with a senior employee who is passive-aggressive, interrupts the boss, pontificates, challenges direction he does not agree with, and diminishes team morale. I’d like to talk with him about this, but not sure how to begin or what to say. Can you help?
How do you handle a situation with someone who refuses to quit a bad behavior? I have spoken with them about it several times and nothing has changed.
How do you know whether to let someone go? My spouse and I own a startup that we are funding ourselves. We hired a sales rep last year and they’ve made one sale so far, not nearly enough to sustain their role. I am full of self-doubt about what to do. Is it our product? Collateral? Their skills? Tell me what I can do.
I have a question about accountability conversations and what to value more. Should I allow the person I want to hold accountable to save face by accepting their version of what happened, as long as I am confident that the misstep will not happen again, or should I push until they acknowledge and admit that they did wrong?
I often find myself in audience settings—such as a theater, concert, class or worship service—with chatty neighbors whose whispered (or loud) conversations disturb the peace of everyone around them.
One of my employees keeps complaining about her high workload. I have done everything I can to reduce her workload—hired additional staff, cut back her projects, and so on. Despite all this, she still logs overtime hours. She must give 120% when 80% would be sufficient.
My daughter moved back in with us over a year ago. She said she needed to stay one month. Nineteen have now passed. We want her to move out but can’t get her to. The pandemic has made things difficult. She refuses to get a real job. She refuses to clean up. She recently got her stimulus check and didn’t offer us anything. She is very disrespectful and now our granddaughter is mimicking her. How do I stop this toxic relationship we are in? What can we do?
A little over a year ago I was promoted at work and presented with two options, one of which entailed leading a scientific program that I had spent more than two years developing with my supervisor. I declined the other choice because of the opportunity to lead this exciting new program.
I have an employee who just won’t engage with feedback. When I do share feedback, he totally falls apart and wants to quit. He struggles with any type of criticism from me or anyone. Other managers have shared with me the same concern. How can I get him to engage?
How can I get an employee I supervise who is resistant to change to become more flexible in the workplace? I have included him in discussions about workplace change and have asked him for ideas on how we can improve workflows to support our mission and goals, but he offers no ideas or suggestions.
