Agreed. And some people are so use to being treated badly that if you treat them well they don't see you as their boss and don't respect your authority.
Indeed, that is very true. Managers who don't get this are actually sabotaging themselves and the companies they work for. I will however say that for every bad manager there are also simply bad employees. I've seen it where a manager is doing great work and creating a positive vibe by encouraging and rewarding people, but there's that one negative person who truly tries to undermine the manager in question. This person was quite frankly a bit lazy and whiny about it, but still wanted to be positively rewarded for this at every turn. And also wanted to be rewarded more than people who actually did much better work than them. When that of course didn't happen they started badmouthing the manager. You can't expect a manager to showcase a lot of positive feelings and rewards towards a person like this.
You clearly have never managed people. There are many people working today that are difficult and combative regardless of how well you treat them. They feel like they know everything but they aren’t disciplined or responsible enough to work toward managing people. Too much responsibility for them. They’d rather complain, criticize and gossip.
As a supervisor that has a team made up of mostly initiates to the workforce, I get occasional eye rolls, but never from the same person twice. The first time I notice it, I immediately ask them what that was all about. They usually pretend not to know what I’m talking about. Then I’ll look up at the ceiling and ask them what they were looking at up there. They’ll usually say oh I had something in my eye, or my contacts are dry or that’s just something I do sometimes… with which I’ll respond, oh, because it looked like you rolled your eyes because of something I said, (they’ll usually quickly deny this having been the case and I’ll proceed with) which I think is one of the most disrespectful things an adult human being can do. I mean, I’d expect that type of behavior from a child and I don’t see any children around here, so I’m glad to hear that’s not what you were doing. A person rolling their eyes instead of speaking up if they disagree with something is one of the few things I absolutely will not tolerate if it’s within my control, and in this environment, I’d like to think it’s within my control. Then a just-long-enough-to-warrant-a-response stare down and I casually go back to what I was talking about beforehand. Nip it in the bud!
@@chalo4792 I don’t put up with that kind of behavior. Call it my ego, call my ego fragile, call it whatever you want to justify it - the point is that a person who rolls their eyes usually has something they want to say, but instead of doing so they choose the laziest way of expressing their frustration, disagreement, or, maybe they’re just in the habit of eye-rolling. I would be doing them a disservice by dismissing that type of disrespectful behavior. You say ego; I say integrity and veracity.
They're not a team player. And when somebody got promoted over me who never should've been (and everybody knew it) they expected me to leave. I didn't, there was only one person who felt awkward, and it wasn't me.
Another thing is when -in private (one on one)- feedback is provide to the leadership as polite as possible to help the person to be success, and the person get aggressive (even admitting that he/she doesn't know what to do) and don't listen reason. At the end, it is disagree and commit, he/she is the boss (no a leader) and you just need to do your work to keep your job until you get another job, and move on. If your boss doesn't accept your advices, and undermine your perspective and experience, the best thing to do is "be a professional until you get another job and move on."
The problem is context. In another video about "how to expose an incompetent jerk", one piece of advice might be "ask a specific technical question to try to trip them up". This is a battle of egos, nothing more.
Good video. But would be better if examples are given as in what to tell the person without sounding too aggressive or too passive. Thats the tricky part. What to do is understood but framing the things in the right way is where the actual challenge lies.
Wish i hear this earlier. I have a staff who was disrespectful but becos she was going to leave the co soon, I did not pursue further. I regretted not confronting her cos I did not have closure as to why she behaved as such.
I just wrote down all of my concerns. Warned about distractions like music on a cell while mowing, and hit another mower with a person on it right after lunch. He don't smoke pot, we drug test. Pot is allowed though. He's dismissive, and procrastinates, or doesn't stay with the groups pace. Leaving more work for us
Another great video Mike. You will have people undermining you especially in case of internal promotion and this needs to be addressed. As you said, starting the conversation off the record first is a good start. There might be something you could also rectify, might not have to be something personal.
Nepotism and internal bias are the number two reasons why people get overlooked for promotions on a job. Very few people are capable of being impartial, even when it's in their job description.
If I am presenting a project or change I will give perhaps a framework and answer questions but if I am giving very specific ways in which to do something- I think I am crossing the line and I have to question who is the problem here. There are only 2 answers. If I want something done in a very specific way then either I need to do it myself or perhaps evaluate my leadership style. No one likes to be micromanaged. If I am micromanaging then either I am controlling or my staff are not capable. Time to do some soul searching. I am not the manager of people’s feelings. I manage the work flow. Because someone might struggle in the moment does not mean I write them up. This is all power struggling and attempting to control. Need to back off and allow employees to do their job. If it seems that the behavior is affecting the performance of the team then it’s time to intervene
I have one who I employed into her role but now goes out of her way to cultivate my boss and senior executives to advance her career. She will tell them whatever they want to hear to earn their favour. I’ve told her not to go above me but she still does it habitually. How do you manage someone who is all about promoting themselves at the expense of her colleagues and boss?
I have this problem now, this employee has only been in the department 30 days transferred in and on probation and she has already given suggestions on how to run the front desk without knowing the check in process for patients or do what she has been told to do. The problem I am also facing is the doctor that runs the department favored her suggestions.
I would suggest that you get past that she is new and really take in to account the possibility of her being right. She is showing leadership by even making suggestions. Suggestions do not have to be put in place unless the doctor in your case or the manager feels it's a good idea and then that decision is on them. Perhaps after you consider what she is suggesting you can have a conversation with her of the pros and the cons of her suggestions. It is not a good idea to discount anyone. Collaboration is a good thing.
I had this issue once, but the senior managers all ran to protect her, they objected to HR being involved I eventually leave the job then lo and behold the senior manager took her to HR because she was too rude……
This video is so on point. I had the same thing happen to me and I've started looking elsewhere. They would say "oh, that's just "name" and it amplified the problem. This person was so bad, she told leadership "I don't like people telling me what to do" Honestly, it's a lot to handle but I'm going to try these steps and continue to look elsewhere in the meantime.
If that happened to me, i would tell them to stay after the meeting and then have them follow me to my office and give them an *official* reprimand. I don't know why anyone would do any less. It's better to be respected than loved.
I was just promoted over someone (well kinda. He dropped out of the running) now hes being distant, passive aggressive, and very defensive. Ive had issues with him talking over me and disregarding what ive said in the past before I got the promo. Hes now not doing duties he was a week ago, wants to move to a shift I dont work on, and is talking about me behind my back (saying he doesnt believe Ill do the things Im working on, like a raise it just got for my team. Even though I do the things I say I will every time he undermines me), he creates a weird environment. I was put into this position after my last supervisor got fired for creating issues in the work place. He was bit doing his job right and now im picking up the pieces. It hard to juggle that and also this employee. I m really new to this and I want to create a great work environment. Its hard to communicate with him because he takes offense to things I say. This guy has also had issues with doing the same thing and having conflict with my other guard. Bottom line I got the promotion and as soon as I said it his demeanor changed and now matter how much I try to talk it out I feel disregarded. I dont know what to do now. I find it hard to not avoid him because of this.
You need to have a 1/1 meeting with him ASAP. Talk about the elephant in the room. Ask for his help. If still nothing changes you may need to clearly set expectations for him. But do allow time for him to adjust. It is probably awkward for him too.
@@LeadershipwithMike Im all about giving space and letting people adjust. I have had a 1:1 with him recently, he just kinda dismissed what I said, even though I listened to all his feelings. I haven't tried setting expectations yet. Everyone else in my team is amazing and I trust them to got their job done. I just haven't seen the same in this one employee. Maybe setting expectations (without micromanaging) will work
I got to disagree, i dont understand how this can be undermining. For example, I had a boss that proposed a plan that made no technical sense, they did not come from a technical background. I told them what they are proposing is ridiculous in a meeting. Apparently, they took heavy offense to it. I would much rather spend 2 minutes tell the group in a public setting what they are going to do is going to break becuase of sheer logic, then spend 2 weeks or 2 months building something and its going to break because someone could see it a mile away. Anyway, I told my boss this in a public what they are proposing is nonsensical and even spent time afterwards adjusting it so that it does make sense, but they took extreme offsense to the first act of just calling what they did incorrectly. I think as a leader you should let go of ego and offense and embrace that you can be wring in the workplace. Its really funny, I even admit that I am wrong sometimes, but apparently in the works-place its somewhat taboo to admit that your wrong cause then you lose credibility. This is the most confusing thing ive seen. I would much rather fix something then blindly follow orders.
I personally would invite criticism of things (and I have), but it seems that is the quickest way to lose credibility and others confidence in your abilities in the workplace. I just find this behavior in the workplace extremely counter intuitive. Ive had other people do incorrect calculations and the company released a bad product but, gosh forbid anyone from correcting others for hurting other fragile ego.
So, I can appreciate what you’re saying BUT, technically doesn’t cut it most of the time. There is a HUGE need to present things that connect emotionally and then you back it up with the technical. And don’t misunderstand me. I’ve told bosses where they made mistakes lol. Came back to bit me in the ass too. But, we need to remember that we are dealing with people and people are crazy lol
i am a first time manager of a small team of women- and for the most part it’s been great. we had very positive one on ones, we are setting personal goals, establishing boundaries- but yes there is one girl who does everything you mentioned. everyone wants me to give up on her but something in me wants to help her grow, i see some of myself as a young groomer in her! well, i have been mulling over our one on one for days because it seems that every single day another issue pops up (scheduling, blatant ignoring, the attitude, the undermining etc). it is very very irritating because i don’t want to come off aggressive or too strict! i know she probably has been dealing with something or that she has a chip on her shoulder when it comes to construction, or even advice. this helped me to confirm that my observation isn’t in my head and that my action plan is valid
My team wont respect me , they have a cluque with each other. Other manager's are in this clique too. They are rude , dont say hi . Make me very uncomfortable. I think when i delegate a task they will fight me on it. Only thing is that im not sure ill have support as a manager because they are so afraid of loosing staff and everyone is very comfortable. What do i do??
I work in a simple factory job where one of the staff thinks that sweeping the floor if the line breaks down is beneath her. I have no problem with sweeping the floor, the rest of my staff have no problem with sweeping the floor.
You let them leave. EVERYONE is replaceable! But I would first talk to them. They to get them to understand this is not how work goes. If you do what they say… they call the shots from then on.
Buddy I could write the book on how to deal with this. Imagine a lower level employee that does this, then find he becomes the ear to the Director, then goes to H.R. doing the same thing to my boss. Then when H.R. does nothing this Guy we will call bull horn attends a county Commissioners meeting complaining, then goes to the states superior Court. To request the enter group be fired he stair stepped to get told ya may have a point in some areas , then attempts to sue in court the union he paid dues to and loses. What a tool. This guy took due process completely straight to a Supreme Court of a state, and was laughed out of court. So those who have read this remember always solution is a two-way street but if you’re not a team player to start with just go find another job and stop wasting peoples money.
My boss is a bully and very insecure, most of the employees have negative view of her including her same level coworkers... could you do a video on how to handle these types of bosses without resentment for constant belittling, gosiping, and other antics?
This coworker will not listen no matter how nice and detailed I explain my observations with them. They just keep retaliating and disregarding the issue altogether and claim they know everything and give excuses.
What do you do when that certain problematic employee that's always undermining you is the owner's sibling? This is my girlfriend's current situation. I know how I would handle it. But I am a very forward and a sort of person naturally. And my girlfriend is my polar opposite. She is the sweetest nicest person ever. And she does not do well with conflict. She can do well running things with authority. But it's hard to tell the owners. Said bling what to do when they feel they have. Some weird right to the company through their bloodline. I mean, it really comes down to what type of relationship to the owner and their sibling have. And that's information I do not have. And neither does my girlfriend, so she's not sure if she should tell the owner because that could backfire depending on their sibling relationship, or that could solve the problem depending on their sibling relationship.... So i'm not really sure what to tell her to do. Other than talk to the owner cautiously and choose your words wisely. Just in case. He is besties with his sibling, but make it known the issue that you're having while not speaking to negative of their sibling.... That's about all I could think to do.
Dang. Honestly, I’d do exactly what you’re thinking. Cautiously tell the boss how things aren’t working well. How she’s struggling with the individual and ask how the boss would suggest moving forward. 🤷🏻♂️ It’s a tough sPot.
@@LeadershipwithMike I was a trainee having difficulty grasping some of the material. My trainer, and co-worker, insinuated that my that I would be fired if I did not grasp the material, I knew that of course. As a backup plan, I applied for, and received my less paying old job back citing a hostile work environment. I had not received a start date yet so I didn't quit the current job as I had not been fired. My trainer angry with me for having difficulty picking up on some training material snapped and asked me if I wanted to continue working there. I informed him no because of how hostile he is and I have an offer from my old job to come back and I'll quit as soon as I get a start date. Trainer sent me to our manager's office. Told the manager what happened and long story short, the manager asked me to stay, informed me that my employment was not in jeopardy, and that my training co-worker had no right to say those things. I'm certain he got reprimanded for it, but I'm not sure what he would have been reprimanded for. I did complete training and turned down my old job but was still looking for other jobs in the same field. 4 months later, I left for a job that payed $3.25 more per hour. Manager asked me to stay, I said no as the damage had been done. Some other co-workers informed me that after I left, many changes were implemented.
@@LeadershipwithMikedisregard that feedback, the volume is just fine! When I made that comment 7 hours ago I’m not quite sure what the issue was but it was definitely on my end. My apologies!
What is your opinion on this? I tried to talk yo my insubordinate employee whe he was acting out in front of people and out loud, asking him to close the door so we could have a private conversation and he said that was not going to that because it was not time for him to have a conversation w me when i was telling him he did not know how to do his job, which i did not. I was explaining the way i wanted something done and kept arguing with me about me not explaining that before. This one is a constant battle.
When I say it… yes lol But in all honesty a lot of it is your intentions. I will be having one of my “International Leadership Experts” on a live soon… he has a great breakdown between managers and leaders. All leaders can be bosses/managers. Not all bosses/managers can be leaders.
My problem is I work in a union environment and all of these things are allowed and salary employees have zero support from HR. Even when documenting things it’s their word against mine and I’m in a department where I am the only salary employee amongst 15 hourly union employees and the rule is you’re not allowed to tell on another union brother or sister. So they basically they can do whatever they want…. It’s very frustrating.
sorry but i now have situation where i have sent the manager 3 e-mails that something is procces is going wrong. please lets discuss only you and me nobody knew i did that. he told me 3 times i will help and did nothing after. this man is now going to be undermined by me. very simple story he is making results and money over my back.
What I will do is act like a mob boss. Just act chummy but confrontational. Hey, I didn't see you roll your eyes at me, did I? N-No, gulp. I didn't think so. You're a good worker of mines and I would hate for anything to come between us. You know what I means? Y-yes. Then pat them on the back... Ok, you get back to work and make me proud... lol
@@LeadershipwithMike Authority is cool and all, but there needs to be other non punishment based reasons for me to respect you. Would you respect an incompetent superior? Are you suddenly going to respect that incompetent superior if they start beating you until you do? Authority itself isn't enough. There needs to be more.
Sometimes you just need to let the manager make the bad decisions, let them fail....while lower managers are in and out every year, the best employees never get promoted....shut up and let them fail...I told ya so is rewarding.
If you don’t have the trust and/or respect of your team… start here!
www.mikeashie.com/bootcamp
I just write them up. I've tried talking to them on numerous occasions, I'm tired of baby sitting adults who act like children.
I feel you.
Agreed. And some people are so use to being treated badly that if you treat them well they don't see you as their boss and don't respect your authority.
Managers and bosses get respect when they treat their staff like human beings and not like machines. Respect should go both ways.
💯!!!!!!
Indeed, that is very true. Managers who don't get this are actually sabotaging themselves and the companies they work for. I will however say that for every bad manager there are also simply bad employees. I've seen it where a manager is doing great work and creating a positive vibe by encouraging and rewarding people, but there's that one negative person who truly tries to undermine the manager in question. This person was quite frankly a bit lazy and whiny about it, but still wanted to be positively rewarded for this at every turn. And also wanted to be rewarded more than people who actually did much better work than them. When that of course didn't happen they started badmouthing the manager. You can't expect a manager to showcase a lot of positive feelings and rewards towards a person like this.
You clearly have never managed people. There are many people working today that are difficult and combative regardless of how well you treat them. They feel like they know everything but they aren’t disciplined or responsible enough to work toward managing people. Too much responsibility for them. They’d rather complain, criticize and gossip.
@studiomarilaura910 this is a fact.
If you don't want to make the employer money . Then start your own buissness
The problem is that everyone wants to be a leader, even if they suck.
Exactly!!!, they don’t want to accept the new leaders, they think themselves better than their leader.
Document document document is what got me! Recap emails are a game changer 😂
What do you mean by recap emails exactly? Thanks
Everyone talks about bad bosses, but nobody seems to talk about bad employees anymore...
As a supervisor that has a team made up of mostly initiates to the workforce, I get occasional eye rolls, but never from the same person twice. The first time I notice it, I immediately ask them what that was all about. They usually pretend not to know what I’m talking about. Then I’ll look up at the ceiling and ask them what they were looking at up there. They’ll usually say oh I had something in my eye, or my contacts are dry or that’s just something I do sometimes… with which I’ll respond, oh, because it looked like you rolled your eyes because of something I said, (they’ll usually quickly deny this having been the case and I’ll proceed with) which I think is one of the most disrespectful things an adult human being can do. I mean, I’d expect that type of behavior from a child and I don’t see any children around here, so I’m glad to hear that’s not what you were doing. A person rolling their eyes instead of speaking up if they disagree with something is one of the few things I absolutely will not tolerate if it’s within my control, and in this environment, I’d like to think it’s within my control. Then a just-long-enough-to-warrant-a-response stare down and I casually go back to what I was talking about beforehand.
Nip it in the bud!
Love this!
Lmao the stare down would definitely make me laugh out loud 😂
@@DC-fu2hl I doubt it.
You just proved why your employees don't respect you. Your fragile ego gets offended at eye rolls.
@@chalo4792 I don’t put up with that kind of behavior. Call it my ego, call my ego fragile, call it whatever you want to justify it - the point is that a person who rolls their eyes usually has something they want to say, but instead of doing so they choose the laziest way of expressing their frustration, disagreement, or, maybe they’re just in the habit of eye-rolling. I would be doing them a disservice by dismissing that type of disrespectful behavior. You say ego; I say integrity and veracity.
They're not a team player. And when somebody got promoted over me who never should've been (and everybody knew it) they expected me to leave. I didn't, there was only one person who felt awkward, and it wasn't me.
Being a supervisor is very. When you don't have support, it's very difficult 😮
Great message and especially make sure to document. Documentation is not enjoyable but it’s so helpful.
It absolutely is!
It always go both ways. It is a simple relationship at work. Professionalism.
Excellent video. Because one bad apple will start to spoil the entire basket! And documentation is key all the way! Thank you for your videos.
Much appreciated
Another thing is when -in private (one on one)- feedback is provide to the leadership as polite as possible to help the person to be success, and the person get aggressive (even admitting that he/she doesn't know what to do) and don't listen reason.
At the end, it is disagree and commit, he/she is the boss (no a leader) and you just need to do your work to keep your job until you get another job, and move on.
If your boss doesn't accept your advices, and undermine your perspective and experience, the best thing to do is "be a professional until you get another job and move on."
Luckily, in South Carolina, I don't have to worry about justifying terminations, though it is still an essential practice.
This video spoke to me! I absolutely needed this right now! Thank you
You are welcome
Thank tou so much for your experience and coach. I have learnt and have gained some ideas to practise. Worth it
The problem is context. In another video about "how to expose an incompetent jerk", one piece of advice might be "ask a specific technical question to try to trip them up". This is a battle of egos, nothing more.
Good video. But would be better if examples are given as in what to tell the person without sounding too aggressive or too passive. Thats the tricky part. What to do is understood but framing the things in the right way is where the actual challenge lies.
Wish i hear this earlier. I have a staff who was disrespectful but becos she was going to leave the co soon, I did not pursue further. I regretted not confronting her cos I did not have closure as to why she behaved as such.
I just wrote down all of my concerns. Warned about distractions like music on a cell while mowing, and hit another mower with a person on it right after lunch. He don't smoke pot, we drug test. Pot is allowed though. He's dismissive, and procrastinates, or doesn't stay with the groups pace. Leaving more work for us
Another great video Mike. You will have people undermining you especially in case of internal promotion and this needs to be addressed. As you said, starting the conversation off the record first is a good start. There might be something you could also rectify, might not have to be something personal.
Exactly!
Thx for checking the video 👍🏻
Nepotism and internal bias are the number two reasons why people get overlooked for promotions on a job. Very few people are capable of being impartial, even when it's in their job description.
If I am presenting a project or change I will give perhaps a framework and answer questions but if I am giving very specific ways in which to do something- I think I am crossing the line and I have to question who is the problem here. There are only 2 answers. If I want something done in a very specific way then either I need to do it myself or perhaps evaluate my leadership style. No one likes to be micromanaged. If I am micromanaging then either I am controlling or my staff are not capable. Time to do some soul searching. I am not the manager of people’s feelings. I manage the work flow. Because someone might struggle in the moment does not mean I write them up. This is all power struggling and attempting to control. Need to back off and allow employees to do their job. If it seems that the behavior is affecting the performance of the team then it’s time to intervene
Love this!
I have one who I employed into her role but now goes out of her way to cultivate my boss and senior executives to advance her career. She will tell them whatever they want to hear to earn their favour. I’ve told her not to go above me but she still does it habitually. How do you manage someone who is all about promoting themselves at the expense of her colleagues and boss?
I have this problem now, this employee has only been in the department 30 days transferred in and on probation and she has already given suggestions on how to run the front desk without knowing the check in process for patients or do what she has been told to do. The problem I am also facing is the doctor that runs the department favored her suggestions.
I would suggest that you get past that she is new and really take in to account the possibility of her being right. She is showing leadership by even making suggestions. Suggestions do not have to be put in place unless the doctor in your case or the manager feels it's a good idea and then that decision is on them. Perhaps after you consider what she is suggesting you can have a conversation with her of the pros and the cons of her suggestions. It is not a good idea to discount anyone. Collaboration is a good thing.
You forgot about your caffy!
Another really useful video,thank you
Lol.
You’re welcome.
Damn, that set looks clean as hell Mike!
Much appreciated… 4 years in the making lol
I had this issue once, but the senior managers all ran to protect her, they objected to HR being involved I eventually leave the job then lo and behold the senior manager took her to HR because she was too rude……
This video is so on point. I had the same thing happen to me and I've started looking elsewhere. They would say "oh, that's just "name" and it amplified the problem. This person was so bad, she told leadership "I don't like people telling me what to do" Honestly, it's a lot to handle but I'm going to try these steps and continue to look elsewhere in the meantime.
If that happened to me, i would tell them to stay after the meeting and then have them follow me to my office and give them an *official* reprimand. I don't know why anyone would do any less. It's better to be respected than loved.
I was just promoted over someone (well kinda. He dropped out of the running) now hes being distant, passive aggressive, and very defensive. Ive had issues with him talking over me and disregarding what ive said in the past before I got the promo. Hes now not doing duties he was a week ago, wants to move to a shift I dont work on, and is talking about me behind my back (saying he doesnt believe Ill do the things Im working on, like a raise it just got for my team. Even though I do the things I say I will every time he undermines me), he creates a weird environment. I was put into this position after my last supervisor got fired for creating issues in the work place. He was bit doing his job right and now im picking up the pieces. It hard to juggle that and also this employee. I m really new to this and I want to create a great work environment. Its hard to communicate with him because he takes offense to things I say. This guy has also had issues with doing the same thing and having conflict with my other guard. Bottom line I got the promotion and as soon as I said it his demeanor changed and now matter how much I try to talk it out I feel disregarded. I dont know what to do now. I find it hard to not avoid him because of this.
You need to have a 1/1 meeting with him ASAP.
Talk about the elephant in the room.
Ask for his help.
If still nothing changes you may need to clearly set expectations for him.
But do allow time for him to adjust. It is probably awkward for him too.
So now Im on youtube
It’s a great place to be lol
@@LeadershipwithMike Im all about giving space and letting people adjust. I have had a 1:1 with him recently, he just kinda dismissed what I said, even though I listened to all his feelings. I haven't tried setting expectations yet. Everyone else in my team is amazing and I trust them to got their job done. I just haven't seen the same in this one employee. Maybe setting expectations (without micromanaging) will work
I really appreciate your videos and help!!
I got to disagree, i dont understand how this can be undermining. For example, I had a boss that proposed a plan that made no technical sense, they did not come from a technical background. I told them what they are proposing is ridiculous in a meeting. Apparently, they took heavy offense to it. I would much rather spend 2 minutes tell the group in a public setting what they are going to do is going to break becuase of sheer logic, then spend 2 weeks or 2 months building something and its going to break because someone could see it a mile away. Anyway, I told my boss this in a public what they are proposing is nonsensical and even spent time afterwards adjusting it so that it does make sense, but they took extreme offsense to the first act of just calling what they did incorrectly. I think as a leader you should let go of ego and offense and embrace that you can be wring in the workplace. Its really funny, I even admit that I am wrong sometimes, but apparently in the works-place its somewhat taboo to admit that your wrong cause then you lose credibility. This is the most confusing thing ive seen. I would much rather fix something then blindly follow orders.
I personally would invite criticism of things (and I have), but it seems that is the quickest way to lose credibility and others confidence in your abilities in the workplace. I just find this behavior in the workplace extremely counter intuitive. Ive had other people do incorrect calculations and the company released a bad product but, gosh forbid anyone from correcting others for hurting other fragile ego.
So, I can appreciate what you’re saying BUT, technically doesn’t cut it most of the time. There is a HUGE need to present things that connect emotionally and then you back it up with the technical.
And don’t misunderstand me. I’ve told bosses where they made mistakes lol. Came back to bit me in the ass too.
But, we need to remember that we are dealing with people and people are crazy lol
Great information
thank your for your advise Sir
You’re welcome
i am a first time manager of a small team of women- and for the most part it’s been great. we had very positive one on ones, we are setting personal goals, establishing boundaries- but yes there is one girl who does everything you mentioned. everyone wants me to give up on her but something in me wants to help her grow, i see some of myself as a young groomer in her!
well, i have been mulling over our one on one for days because it seems that every single day another issue pops up (scheduling, blatant ignoring, the attitude, the undermining etc). it is very very irritating because i don’t want to come off aggressive or too strict! i know she probably has been dealing with something or that she has a chip on her shoulder when it comes to construction, or even advice. this helped me to confirm that my observation isn’t in my head and that my action plan is valid
Awesome
How did it end up working out with this individual?
My team wont respect me , they have a cluque with each other. Other manager's are in this clique too. They are rude , dont say hi . Make me very uncomfortable. I think when i delegate a task they will fight me on it. Only thing is that im not sure ill have support as a manager because they are so afraid of loosing staff and everyone is very comfortable. What do i do??
I work in a simple factory job where one of the staff thinks that sweeping the floor if the line breaks down is beneath her. I have no problem with sweeping the floor, the rest of my staff have no problem with sweeping the floor.
Never put yourself above the other workers
What do you do when a key employee threatens to leave if you don't promote their friend who you don't think is qualified for the position?
You let them leave. EVERYONE is replaceable!
But I would first talk to them. They to get them to understand this is not how work goes.
If you do what they say… they call the shots from then on.
Buddy I could write the book on how to deal with this. Imagine a lower level employee that does this, then find he becomes the ear to the Director, then goes to H.R. doing the same thing to my boss. Then when H.R. does nothing this Guy we will call bull horn attends a county Commissioners meeting complaining, then goes to the states superior Court. To request the enter group be fired he stair stepped to get told ya may have a point in some areas , then attempts to sue in court the union he paid dues to and loses. What a tool. This guy took due process completely straight to a Supreme Court of a state, and was laughed out of court. So those who have read this remember always solution is a two-way street but if you’re not a team player to start with just go find another job and stop wasting peoples money.
My boss is a bully and very insecure, most of the employees have negative view of her including her same level coworkers... could you do a video on how to handle these types of bosses without resentment for constant belittling, gosiping, and other antics?
Go work for the competition
I did, and I got a job paying me twice as much... there is still drama, but it's easier to brush off when I can pay my bills🤣
Great advice. 👍
Thx Stuart.
This coworker will not listen no matter how nice and detailed I explain my observations with them. They just keep retaliating and disregarding the issue altogether and claim they know everything and give excuses.
What do you do when that certain problematic employee that's always undermining you is the owner's sibling? This is my girlfriend's current situation. I know how I would handle it. But I am a very forward and a sort of person naturally. And my girlfriend is my polar opposite. She is the sweetest nicest person ever. And she does not do well with conflict. She can do well running things with authority. But it's hard to tell the owners. Said bling what to do when they feel they have. Some weird right to the company through their bloodline. I mean, it really comes down to what type of relationship to the owner and their sibling have. And that's information I do not have. And neither does my girlfriend, so she's not sure if she should tell the owner because that could backfire depending on their sibling relationship, or that could solve the problem depending on their sibling relationship.... So i'm not really sure what to tell her to do. Other than talk to the owner cautiously and choose your words wisely. Just in case. He is besties with his sibling, but make it known the issue that you're having while not speaking to negative of their sibling.... That's about all I could think to do.
Dang.
Honestly, I’d do exactly what you’re thinking. Cautiously tell the boss how things aren’t working well. How she’s struggling with the individual and ask how the boss would suggest moving forward.
🤷🏻♂️
It’s a tough sPot.
@LeadershipwithMike, is it considered insubordination if an employee attempts to exercise the authority of their supervisor?
Did the supervisor pass on this authority to the employee? And if so, is the employee using it appropriately?
@@LeadershipwithMike I was a trainee having difficulty grasping some of the material. My trainer, and co-worker, insinuated that my that I would be fired if I did not grasp the material, I knew that of course. As a backup plan, I applied for, and received my less paying old job back citing a hostile work environment. I had not received a start date yet so I didn't quit the current job as I had not been fired. My trainer angry with me for having difficulty picking up on some training material snapped and asked me if I wanted to continue working there. I informed him no because of how hostile he is and I have an offer from my old job to come back and I'll quit as soon as I get a start date. Trainer sent me to our manager's office. Told the manager what happened and long story short, the manager asked me to stay, informed me that my employment was not in jeopardy, and that my training co-worker had no right to say those things. I'm certain he got reprimanded for it, but I'm not sure what he would have been reprimanded for.
I did complete training and turned down my old job but was still looking for other jobs in the same field. 4 months later, I left for a job that payed $3.25 more per hour. Manager asked me to stay, I said no as the damage had been done. Some other co-workers informed me that after I left, many changes were implemented.
do as they do , no pardons expose there misconduct ! use there system !
Amazing.
Hey boss, I know this is a year old but this is the first video from you I’ve watched, but the volume seems a bit low,
Hopefully newer videos are much better. But I appreciate the feedback
@@LeadershipwithMikedisregard that feedback, the volume is just fine! When I made that comment 7 hours ago I’m not quite sure what the issue was but it was definitely on my end. My apologies!
Welcome to my everyday! I’m so sick of it I quit!
What if your boss is undermining your authority with members of your team?
Can you address a negative energy or is that too much assuming?
I think that’s going a bit far… but… usually that energy transfers to a behavior or attitude. And THAT you can address.
@@LeadershipwithMike thank you
You’re welcome
What is your opinion on this? I tried to talk yo my insubordinate employee whe he was acting out in front of people and out loud, asking him to close the door so we could have a private conversation and he said that was not going to that because it was not time for him to have a conversation w me when i was telling him he did not know how to do his job, which i did not. I was explaining the way i wanted something done and kept arguing with me about me not explaining that before. This one is a constant battle.
Is English your first language?
@@DFMoray no
I have a Question, In this video you are using Boss and leader interchangeably. So is that okay to use the word like that?
When I say it… yes lol
But in all honesty a lot of it is your intentions.
I will be having one of my “International Leadership Experts” on a live soon… he has a great breakdown between managers and leaders.
All leaders can be bosses/managers. Not all bosses/managers can be leaders.
But great question. Thank you.
My problem is I work in a union environment and all of these things are allowed and salary employees have zero support from HR. Even when documenting things it’s their word against mine and I’m in a department where I am the only salary employee amongst 15 hourly union employees and the rule is you’re not allowed to tell on another union brother or sister. So they basically they can do whatever they want…. It’s very frustrating.
sorry but i now have situation where i have sent the manager 3 e-mails that something is procces is going wrong. please lets discuss only you and me nobody knew i did that. he told me 3 times i will help and did nothing after. this man is now going to be undermined by me. very simple story he is making results and money over my back.
You have a WS tattoo visible.
A what??
What I will do is act like a mob boss. Just act chummy but confrontational. Hey, I didn't see you roll your eyes at me, did I? N-No, gulp. I didn't think so. You're a good worker of mines and I would hate for anything to come between us. You know what I means? Y-yes. Then pat them on the back... Ok, you get back to work and make me proud... lol
good advice, but it took you really long to get to the point.
Agreed. I’ve been working on this.
Much appreciated.
Bad advice. Authority != Respect nor should it.
Please explain further. Cheers
@@LeadershipwithMike Authority is cool and all, but there needs to be other non punishment based reasons for me to respect you. Would you respect an incompetent superior? Are you suddenly going to respect that incompetent superior if they start beating you until you do?
Authority itself isn't enough. There needs to be more.
You’re absolutely correct. Authority in and of itself is not enough. I didn’t mean for the video to come across that way.
@@jinnd319 Yes well said.
I follow every command, but if I don't see results, I'm going for your throat.
Did you get the results?
I used to work for a supervisor who would plagurize other peoples work........at which point i could not take her seriously anymore.
Sometimes you just need to let the manager make the bad decisions, let them fail....while lower managers are in and out every year, the best employees never get promoted....shut up and let them fail...I told ya so is rewarding.