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Managing Behaviour at Work


Behaviour counts as much as talent. Talent will get you hired in the first place, however your behaviour is what keeps you going. For harmony in the workplace the behaviour of employees and employers and to some extent even customers and clients count to a very large extent. 
To track the behaviour of employees at work, employee monitoring software is used in some organisations which will track idle computer use time, wasted time and personal/work internet use related time.

Discuss the unaccepted behaviour
the best way to manage unaccepted employee behaviour is to discuss with the individual concerned. Not every individual is the same. Every individual has different issues and concerns. When we try to find out the root cause of their problems then it helps the employee, as he can feel the concern. Guiding him through the policies of the organisation will encourage him to take a corrective stand and not continue his old behaviour. addressing problems at the right time will avoid major troubles later on.
Most of the times, many employees are not even aware of their negative traits. They assume that their behaviour is as per workplace ethics. Only when we make the other person realize how his/her irrational behaviour is affecting other employees and spoiling the overall work culture, they will also understand and take corrective action.



Provide Feedback
It is mandatory that Managers or leaders sit with their respective team members and provide them feedback on a regular basis for corrective behaviour at workplace.
Do not be rude to problematic employees. Then the problems would escalate. No team member should be given special advantages. Favouritism always leads to problems. Team members often lose interest in work when they feel left out. To overcome this, they start cribbing over petty issues.
Stand by your team members at the times of crisis or unfavourable circumstances. This creates team bonding and they will want them to stick around for a long time as they feel the support and warmth. Knowing them on a personal basis also helps to strike a balance.

Set the direction
People do not quit jobs they quit bad bosses. Guide the team members in their everyday operations. Show them the path to upgrade their knowledge and acquire new skills. They have to be made feel important. The leader should become a source of inspiration for the sub-ordinates. Rules and regulations should be same for everyone. Whenever you feel a team member is not behaving in the right way call for a separate one-to-one meeting and start taking necessary steps to correct him or her. Listen to their issues sympathetically. If possible, arrive at a solution. Do not make fun of them.
The work culture of the company also matters for promising team members. When the culture is not conducive, even if the pay is great, many people will quit. It is a case of failed leadership. When the company expands or the business is growing and more team members are being inducted, care should be taken by the management to have a energetic working environment. Strict action should be taken towards bullying, gossiping, unprofessionalism as and when noticed. Even the best of the leaders will be put off when such a type of culture prevails. Take charge and work towards building a thriving culture. To have a great working culture, respect people at all levels in the same manner. Transparency, accountability and integrity should be ingrained in every aspect of work.



Invoke Desire not Fear
Inspire the team members by working with them on an individual level to find out goals and aspirations on a personal level. Establish an emotional connect with colleagues. Provide team members with opportunities which will help them to in their growth and development. Do not micro-manage. Set the goals and the team should take ownership to attain the goals and not be pushed towards it. The one who is leading the team should inspire the team and not instil fear.
Inspiration involves people looking at themselves in a wider and newer perspective. This will provoke them from within to start taking action. It involves tapping into their desires which they value. Telling people what to do and what not to do might rub them in the wrong direction. However, empowering them to achieve something far beyond the leader’s expectations.
Walk the Talk
Team members are more likely to behave in ways the leaders do. New team members will follow the behaviour of existing team members. It is very important that leaders should be the role model. Leaders should also follow the rules and regulations of the company. The company policies adhere to all the people working and responsible for the organisation. If you don’t emphasize the behaviour you want from team members in the company, you won’t get it. One must document and tell the team what is expected from their behaviour and what is unacceptable.
As a leader it is important that you also chip in to work on extended time period in times of necessity and start taking action, instead of just sitting and expecting the team to complete the task. It won’t happen that way. The team is working on a weekend with full vigour only when the leader is also part of the team.



Comment below with your thoughts. Watch this space for more insights on healthy mindset for self-leadership. Want to bring about the culture of progress, performance and productivity for maximizing your profits, attend our Turning Point– Turn in and Tune in workshop. Mail us at turningpoint@hasovan.com for more details. Our team would be happy to get in touch. Catch the work-place philosophy of various companies in the book “Erupt with Joy” by Savitha Hosamane. 





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