v Try to adopt a tolerant approach
1. Liking or not should not affect the way you relate to employees.
2. Be tolerant and positive in your attitude.
3. Be confident, don’t be put off by people who can
hard to get on with.
v Practise liking people
1. Create opportunities to recognize individual
2. Remember people’s names.
people with respect.
on the work context only.
Focus on the
person’s good points and don’t be too critical. [One man story: quote, ‘her arms
are too fat, her legs are too short, she is too big in the bust and she has a slight pot belly]. He still married her-twice.
flexible about how you respond to the behaviour of others
1. If the person always reacts aggressively, give
responsibility and encourage ownership.
person carries personal grudge, avoid discussions about pet peeve.
3. If the person
never admits to being wrong, avoid direct criticism, sarcasm and ridicule. Deal with it in private.
person is argumentative, stay calm and cite hard facts and figures to present an alternative position.
5. If the person
is over talkative, have someone interrupt you at a prescribed time, or plead another appointment or start to move away.
relationship formal but friendly
1. Being formal
does not necessarily mean you avoid employee altogether.
2. The above clearly means that you confine
your interest in this person to work related matters.
3. By this way,
the interaction will be kept minimum and will not interfere with work outcomes.
4. Let the employee
make the first move to discuss any matters not related to the job.
v Never let
a relationship cloud your Managerial
Managers/Team leaders who set out
to be liked by
everyone all the time are heading for problems, just as those who don’t
patch up differences will in time inherit a similar batch of Managerial headaches.
· Delegate even if you
don’t get along with someone.
Invite their participation
in committees/tasks/operations etc.
v Talk to the employee
Life is too short to
get trapped into playing
games such as I don’t like you or I am not
is a problem with an employee, talk about it
with him or her in a mature,
non threatening manner.
As a result of talking over the matter with the
employee, you may recommend
some changes. If
you are in the wrong in any way, admit it and resolve
to do something about it.