Five tips for managing dueling staffers
3) Know your limits. Managers need to decide how much energy they should spend on the problem of employee rivalry. If it has become a major disruption in the office, managers should address the problem with a plan for resolution in mind. On the other hand, if “conflict resolution” meetings are nothing more than fodder for drama loving gossipers, a simple, private discussion with each of the rivaling employees would be a better way to go. Specifically, don’t make a big deal out of a small matter that might correct itself in time, but don’t ignore a spreading cancer either.
4) Don’t strive for perfect fairness. Managers should not expect themselves to be perfectly fair, as per the opinions of rivaling employees. Rather, managers should strive to treat their employees impartially. For example, if you decide that one employee should be given an extra week to complete a particular project for whatever reason you deem worthy of the extension, then do so. But be prepared to do the same for the other employee if and when that employee needs extra time. However, don’t automatically extend the other employee’s deadline whether it’s needed or not just to be “fair”. Make your decisions on a case by case basis. If one employee comes to you crying “Unfair!” simply tell the employee that he or she does not have, nor is he or she privy to, all the information that went into your decision. Stick to your guns. Be unemotional, calm, deliberate, and firm. Managers should not explain certain decisions or they will open themselves up to an inappropriate debate with a subordinate.
5) Conduct an honest self-appraisal of favortist behaviors. It’s important for managers to be aware of how their behaviors and attitudes may be perceived by those they supervise. It’s only natural for managers to have preferences when it comes to personalities and work habits. You may have a particular affinity for an employee who has, for example, a similar sense of humor as yours. Unintentionally, you may be favoring that person to a degree that is obvious and offensive to your favored employee’s rival. Consider if your preference for one employee over another is personality based or is that employee truly superior in terms of quality of work? If your favoritism is fueled by the former, it would be wise to check that! Better for you to make some behavioral changes than for you to lose a valuable employee who legitimately views your management style as inequitable.
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