What do you do when employees resist your supervisory style?

Remember, building effective relationships with your employees is a continuous process that requires patience, understanding, and adaptability.

When faced with resistance to my supervisory style, I turn to situational leadership theory as a guide. By tailoring my approach to the unique needs and skill levels of each team member, I aim to foster an environment of mutual respect. For me, being a supervisor is not just about directing; it's an opportunity to serve those I lead, ensuring we all move towards our shared objectives.

You should also seek to understand and know your team - their background, career history, the kind of work environment they have been exposed to in the course of their career; as well as the type of leaders / managers they may have work with. All these information will provide you with insights, to the way of working or supervision that they have been used / exposed to. You can also ask them directly for feedback. If you go about it the right way, you may be able to get sincere responses from them #Leadership

When one lays down rules and or guidelines you must know what the effects will be and where you might be at risk. If you haven't properly evaluated the situation you first have to determine where and why you received poor guidance. Then act accordingly!

Being a leader requires patience, direction, and sound judgement! First learn each of your team. Make a conscious effort to understand them each. Evaluation is a great start. Sit down ask they what they expect from their perspective roles. Look for ways to motivate the team! Need to be a true leader. Live the 11 principles of leadership.

Open communication and active listening are pivotal in leadership. By explaining our approach and genuinely valuing our team's feedback, we cultivate mutual trust and respect. It's about more than sharing expectations; it's about fostering a bond of understanding. This foundation of mutual trust and respect is essential for a thriving and harmonious workplace.

The best comfort that I have found is in “be like water” strategy in the very first step. This concept draws inspiration from the famous quote by Bruce Lee, the martial artist, actor and philosopher: "Be like water, my friend. Be formless, shapeless, like water. If you put water into a cup, it becomes the cup. You put water into a bottle and it becomes the bottle. You put it in a teapot, it becomes the teapot. Now, water can flow or it can crash. Be water, my friend." The empathy, that a supervisor must carry, desires of us to allow an open flow of thoughts. It nurtures creativity which further opens up avenues and notional platforms of engagement and exchange.

Ich habe festgestellt, dass der wirksamste Weg der Zusammenarbeit mit solchen Kollegen und Kolleginnen, ist, diese zu fragen, wie sie selbst mit auftretenden Situation umgehen würden und die Vorschläge dann umzusetzen. Es zeigt Respekt, Einfühlungsvermögen und Offenheit. Mit der Zeit wird sich die zwischenmenschliche Situation dann wesentlich verbessern. Dies ist zumindest meine Erfahrung.

I agree and have recently found the importance of hitting the pause button. Making a future time to continue a discussion that has stopped being productive to give space for heightened emotions to settle.

Talk to your team. Ask them what's bothering them. Find a way to work together that makes everyone happy. It's important to listen and find a solution that works for everyone.

Drawing from situational leadership theory, the importance of adaptability in leadership cannot be overstated. Tailoring our approach to the task and individual at hand is vital. Being open to feedback and ready to collaborate underscores our versatility. By adjusting our leadership style based on the situation, we demonstrate not just adaptability but profound leadership acumen.

Busco manter uma comunicação aberta para entender as preocupações e expectativas dos funcionários, Tambem busco promovendo um ambiente de trabalho colaborativo que os façam se engajar nos trabalhos e serem feitos.

We all are different in our personalities. Allowing the frustrated employee to express and letting them know that 2 way feedback is important but it should stop at being judgmental. Supervisors are natural leaders who come up with solutions and demonstrate problem-solving skills. Offer a solution that shows compromise and the genuine need to work together as a "TEAM".

Ao reconhecer o esforço efectuado, elogiar comportamentos positivos, e incentivar a implementação de boas práticas, vai haver um reforço da proactividade dos colaboradores. Estes vão, por iniciativa própria, ter ideias e sugestões no sentido da melhoria contínua das práticas laborais, implementando-as naturalmente e com satisfação.

Support as a Supervisor comes in many different ways. It could be through positive coaching, refresher courses, following up at regular intervals, and showing the frustrated employee, how the changes they adapted to have assisted them turn-around into a motivated team member. Step-by-step improvements.

How about just getting to know them first - build a relationship. There’s a reason they’re resisting…you just don’t know what it is yet. Why? Because they don’t trust you enough to say…yet.

Being a supervisory role first thing is to see and understand each of your direct report how they perform their work. From the analysis done can approach each of them personally and discuss on their weakness and strength. From this can encourage them what need to be done to make it better and have good working culture plus work life balance.

One of my grandfather’s favorite sayings was, “An ounce of prevention is worth a pound of cure.” This resonates deeply with the sixth step of addressing employee resistance. Addressing conflicts promptly and professionally, focusing on common ground, and avoiding blame can prevent bigger issues. By setting clear guidelines, consistently following up, and always seeking solutions, you bolster your authority and earn respect.

I learned a long time ago that what works for one employee doesn’t necessarily work for another. As a leader you have to figure out what motivates each individual employee and make adjustments accordingly. I’m not suggesting that you totally change or compromise your overall management style but just know that the only person you can change is yourself.

Don’t forget that the fault may be yours. If you are not supporting each individual at the level that each one requires, you need to recognize that and adapt. Self analysis is tough and recognizing the reality unlikely without a shake up.

The empathy, that a supervisor must carry, desires of us to allow an open flow of thoughts. It nurtures creativity which further opens up avenues and notional platforms of engagement and exchange. Just because you as a supervisor have sensed a resistance, an all-out effort to streamline the entirety of your team will impair the possibilities that await to embrace your team and its work culture. Calm down, be human, address the emotions and this serenity will supplement the end goal that you have chosen to achieve as a team!

I take into consideration where the breakdown is occurring. I'll have a conversation with the staff and explore together what they need to make the outcome collaborative and successful. Being a manager means knowing how to read your audience sometimes and adapting to their needs to get the results you need.

To effectively address resistance, it's important to assess the underlying reasons behind it. 🔄🗣️ Engaging in open and honest conversations with employees can help gain a deeper understanding of their concerns. 🤝🔧 Adapting one's supervisory style to better align with their needs and preferences is crucial. 📋🎯 Providing clear expectations and guidelines for performance can help set a solid foundation. 💪📚 Offering support and resources to assist employees in their success is essential. 🌟📣 Encouraging open communication and feedback fosters a collaborative environment. 🙌🏆 Recognizing and acknowledging employees' contributions and achievements boosts morale. 🤝🔍