Situation: A company has hired a new employee with excellent skills who reports to a Director. This person is a self starter who prefers little supervision. Friction is starting to develop between the new employee and the Director. How do you resolve this conflict?
Advice from the CEOs:
- This person was hired for their talent. However a successful hire takes account of talent, but also role, cultural fit, organizational placement and the needs of the company.
- For example, if this person is strong in operations but they are now in client services, is this the right role?
- Similarly, if the culture of the office emphasizes teamwork, collaboration and support, is this the right culture for this individual?
- Be cautious before tweaking the org chart to create a new role for this person..
- Consider both your current staff and the new person. You may be creating additional conflict if your actions appear as favoritism.
- The dominant factor is YOUR plan. If the employee is wrong, replace the employee.
- If an employee can’t get along with others it is a difficult situation to repair.
- When you meet with the employee what should be said?
- First, don’t try to solve the situation before you have a clear strategy.
- Question and listen. “You’ve been with us a short time, and I want to check in with you. What do you think of your role?” Let the employee talk, probe for clarification of what is said. Take note of what is said. Acknowledge any requests but indicate that you will put them under advisement.
- Do the same in discussion with the Director.
- The key is that you are in control. Look at your objectives, and where you fit resources best within the org chart. Once you have your plan, communicate it.
Key Words: New Employee, Conflict, Friction, Talent, Role, Fit, Organization, Company, Needs, Strengths, Skills, Report, Personality, Act, Direct, Concerns, Boundaries, Response, ConversationTweet