An employer recently told me that he had difficulty in recruiting people who got on with their colleagues. He thought it was a recruitment problem and the type of people who applied for the fairly basic, menial jobs he had on offer. The work is boring and so some of the people doing it seem to be unpleasant to others around them.
Then there is either a complaint from someone, or a disciplinary issue. Or someone leaves work.
But there are things which we can do as employers to improve this type of situation. And it is worth making the effort. A happy workforce equals improved loyalty. That, in turn, brings increased productivity, growth and profit.
What can an employer do about employees who clash with colleagues?
There will always be people who have an “attitude” problem, or who are just plain nasty. But there is usually a reason for that and most people want to get on with their colleagues.
Firstly, you need to get to know all your employees, especially those employees who clash with colleagues and don’t fit in well. Have regular conversations with them and build a relationship. There could be a whole variety of things they are unhappy about – and they may not be keen to talk about some of them.
If you appear to be a remote figure in authority, then you will probably never find out about the problems. If you are approachable and have a regular chat, then your employees will be able to raise issues with you.
So what can you do, if you have a “difficult” employee who doesn’t make any effort to get on with their colleagues?
Stepping in when people don’t get on with each other
When there is a specific issue which has blown up, then it is helpful to speak to both parties and find out their view and position on the subject. Don’t be afraid to ask them what they think the solution to the issue might be. You can then give realistic advice about whether or not their desired outcome is achievable. If they want something which you cannot provide, then you need to be honest. But there may be a simple solution which would help everyone to settle down.
You may want to use mediation, which can be really helpful in these situations. This involves a third party overseeing a discussion between the two parties to try to resolve the issue. If you think this may be a useful way ahead, then see my article last year about mediation.
Getting it right
There are some key factors which you need to have in place to ensure that employees can work effectively together.
- Set up a buddy system, so that one of your employees “buddies up” with a new employee. The new employee has someone to ask about things and this will help them to feel less strange.
- People at work do not have to like each other – they may have nothing in common other than the work. But you need to make it clear that they are expected to behave professionally towards colleagues, clients and anyone else they may meet in the course of their work.
- We all need to feel we have been treated fairly and with transparency. This builds trust in any relationship and will help an employee to feel valued. So make sure you are treating people equally.
- There will always be times when people disagree about something. They need to know that their point of view has been considered. You need to ensure they have an explanation and understanding of why their preferred action has not been taken.
- If there has been a disagreement and upset at work, then the individuals involved need time to recover. You should not try to micro-manage them or even just keep checking that everything is fine, then they will feel that they are being watched.
- If the work is boring, then try to introduce some variety into the working day – change teams around. Make sure there are regular breaks. Make sure you thank people for doing work well – and mean it! Don’t just pay lip service.
- If possible, try and provide an area where people can get away from colleagues for a few minutes. We all need to cool down and let off steam sometimes and it is good to be able to do that away from prying eyes.
Back to basics
In a recent article, I touched on the four basic reasons why people might not be interested at work.
If an employer concentrates on these four things, they will also help employees to get on with their work colleagues.
Our contribution. We need to be able to understand what our employer’s ultimate aim is and how our work contributes to that.
Appreciation. The more menial a task might be, then the more important it is that you notice and thank the person doing that task and doing it well.
Our voice. If we have a great idea, we need to be able to explain it to someone who can put it into practice. If it is not practical, then we need to know why.
Trust. If a job is simple and boring, it doesn’t mean that the person doing that job is stupid. So trust them to do the job and do it well. You don’t need to keep checking up on them, or instructing them on how to do it better or differently.
If you get these four basics right, then people will feel more fulfilled and happier at work. They won’t feel inclined to argue with colleagues or cause a problem in the workplace.
If you think this article is useful and you would like more advice on dealing with this – or any other people-related issue in your business – then please join our mailing list or contact us for further guidance.