Greetings!
One of the largest barriers to improving employee performance and handling of conflict is that we become "Enabler Managers". No one likes to deal with tension producing issues, however, it is necessary if we are serious about getting the most of our staff and grow to be effective leaders. Here are some common characteristics of an Enabling Manager: - Constant denial of a problem
- Believe maybe "it" will go away on its' own
- You work around the problem employee
- You hope that the person will leave before you have to deal with it
- You rely more on others to "fill the gaps" (inevitably creating morale issues)
- You believe that confronting the issue would be more harm than good
- You believe you are too busy*
Some common issues that are often "ignored" are: - Those employees that regularly take extended breaks
- That person who is always a "few minutes" late
- The person who is assertive and perceived as hard to deal with, ignored to avoid confrontation
- The person who calls in sick frequently etc etc...
Most of the time these issues aren't handled until they really "blow up" and then morale is affected and the situation becomes more difficult to handle. The goal is to recognize the situation is happening and get on it right away. Deal with the individuals one on one, review expectations, policies and anything else pertinent to ensure full understanding of the issues at hand. Taking control will show others your strong leadership capabilities. It will improve crediblity and respect from co workers and subordinates. The sooner you address a problem the easier it is to handle! * You don't have time NOT to handle these types of issues as this is an "essential function" to ensure optimal performance that must be performed well by those in leadership positions. Don't "dance " around these important issues! Feel free to contact me if you need some effective approaches. Warmest Regards, Jeannine Brown Miller | 
