By Carrie Mason-Draffen
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Extra info for 151 Quick Ideas to Deal With Difficult People
It swer is a resounding “Yes,” was not the first time. you should act. Vernice had repeatedly talked with the woman about the importance of pacing herself for complex tasks. But the overconfident woman repeatedly neglected big assignments until the 11th hour. That coupled with other problems prompted Vernice to show her the door. If an employee fails to improve after you’ve coached her or assigned her to a more suitable project, then you have to consider removing the person from the team or firing her, says Joanne Sujansky, founder and president of the Key Group, a Pittsburgh workplace-consulting group.
13 Master the Art of Difficult Conversations The moment has arrived. You have to tell an employee that her work is unacceptable. You feel discomfort building. You anticipate a torrent of recriminations. As in the past, she will say everyone is picking on her. It could get ugly. It won’t if you remain calm. Assignment “Steady as she goes,” When you feel tense in was the Star Trek captain’s a difficult situation, take a command to the helmsman cue from yoga and focus on as he steered the Starship your breathing.
Why not benefit from their experience? Attend your comLearning to deal munity’s next chamber of with problem employees commerce meeting. During a is really no different question-and-answer period, from any other aspect of ask advice on a personnel your business. Whether problem. you’re trying to improve your marketing or customer service, you’ll always want to choose the most efficient means to your goal. A fellow owner could get you to the finish line faster, yet small-business owners seem reluctant to seek out information on personnel matters.
151 Quick Ideas to Deal With Difficult People by Carrie Mason-Draffen