Most people don’t like confrontation, and dealing with difficult people may be uncomfortable. In addition, employees may not come forward and share their frustrations about you or another team member because they fear repercussions or believe their concerns may not be valued. However, a breakdown in communication may have catastrophic impacts on employee performance and overall morale. Here are a few signs your company is in need of employee intervention:
- Your star employee is abrasive and everyone is noticing
- A constant buzz of “he said, she said” and the finger pointing is flying
- People you hire don’t stick around
- There’s a lot of drama in the office and you’re not sure what to do with it
- Employees are constantly fighting or avoiding each other
- Tears in the office at least once per week
- Your employees have settled for good, and there’s no motivation for greatness
- New managers don’t yet “get it” and their teams are begging for support
Don’t worry, you’re not alone. These problems are quite common and everyone has a few hair-raising stories. Tough situations like these are only insurmountable if they are never addressed. If you wait too long you will begin to see morale drop, sales dwindle, customer service becoming lax and clients lost.
Asking for an outside perspective is the first step to understanding the root problem and a sign of solid leadership.
Here’s the good news – an HR intervention isn’t a game of gotcha or whack a mole, and guilt need not be assigned. At Vantage Point Business Solutions, we take the time to understand what’s going on and craft a response plan to get the team back on track.
We do this with a deep bench of HR and legal training – and practical experience to help you navigate in a way that’s consistent with your values and style, while protecting your business. Vantage Point is experienced in these matters. While there are no silver bullets, that outside perspective can shine a light on the sources of the issue – in a positive way.
How we deal with office drama
- Develop a Plan
- Talk with reporting party, get the background and scoop
- Determine who we should talk with
- Determine desired outcome
- Draw conclusions based on evidence
- Help you chart and implement a plan
- Evaluate results with staff interviews
Sign up for your free 1-hour consultation and lead the change you want to see within your organization!