Ask a Manager

1. Speak up and be direct in workplace conversations

"Speak up. That's often all that's needed—a conversation."

Clear communication is crucial. Many workplace issues stem from people hesitating to address problems directly. By speaking up calmly and professionally, you can often resolve issues before they escalate. This applies to various situations, such as:

• Asking for a raise or promotion
• Addressing concerns about workload or deadlines
• Clarifying expectations with your manager
• Discussing conflicts with coworkers

Timing and tone matter. Choose an appropriate time to have these conversations, and maintain a respectful, collaborative tone. Frame your concerns in terms of how they affect the work, rather than making personal accusations.

2. Maintain professional boundaries while being kind and empathetic

"You can be friendly with the people who work for you, but you can't be friends."

Balance is key. As a manager, it's important to be approachable and empathetic, but also maintain appropriate professional boundaries. This helps ensure fairness and avoid perceptions of favoritism.

Ways to maintain professional boundaries:

• Limit personal conversations and socializing outside of work
• Avoid sharing too much personal information
• Treat all team members equally
• Make decisions based on work performance, not personal relationships

Empathy enhances leadership. While maintaining boundaries, show genuine care for your employees' well-being and professional growth. This builds trust and respect without compromising your authority.

3. Address performance issues promptly and clearly

"The kindest thing you can do for your staff members is to be really clear with them."

Timeliness is crucial. Don't let performance issues fester. Address them as soon as you notice a pattern, providing specific examples and clear expectations for improvement.

Steps for addressing performance issues:

1. Schedule a private meeting
2. Clearly state the problem and its impact
3. Provide specific examples
4. Set clear expectations for improvement
5. Offer support and resources
6. Schedule follow-up meetings to track progress

Be direct but compassionate. While it's important to be clear about the issues, also express confidence in the employee's ability to improve and offer support in their efforts to do so.

4. Navigate difficult conversations with coworkers tactfully

"How you speak up is key."

Approach with empathy. When addressing issues with coworkers, start by considering their perspective. This helps you frame the conversation in a way that's less likely to put them on the defensive.

Strategies for difficult conversations:

• Use "I" statements to express your concerns
• Focus on specific behaviors, not personality traits
• Offer solutions or ask for their input on resolving the issue
• Choose a private setting for the conversation
• Listen actively and be open to their perspective

Stay professional. Even if emotions run high, maintain a calm and professional demeanor. This helps keep the conversation productive and solution-oriented.

5. Handle interview situations with confidence and professionalism

"Your interviewer isn't doing you a favor. This is a business conversation."

Approach interviews as equals. Remember that you're there to assess the company and role as much as they're assessing you. This mindset helps you present yourself more confidently and ask important questions.

Interview tips:

• Research the company thoroughly beforehand
• Prepare specific examples of your skills and accomplishments
• Ask thoughtful questions about the role and company culture
• Be honest about your qualifications and expectations
• Follow up with a thank-you note reiterating your interest

Handle unexpected situations gracefully. If faced with inappropriate questions or delays, respond professionally while standing your ground when necessary.

6. Manage team dynamics and conflicts effectively

"You're not obligated to answer just because they're asking."

Set clear expectations. Establish team norms for communication, collaboration, and conflict resolution. This proactive approach can prevent many issues from arising.

Strategies for managing team dynamics:

• Encourage open communication
• Address conflicts promptly and impartially
• Recognize and celebrate team successes
• Provide regular feedback to all team members
• Foster a culture of mutual respect and support

Be a mediator when necessary. When conflicts do arise, listen to all sides impartially and guide the team towards a resolution that aligns with organizational goals.

7. Communicate clearly as a manager, even in tough situations

"Don't overthink it."

Be direct and timely. Whether delivering good news or bad, communicate clearly and promptly. Avoid sugarcoating or delaying difficult conversations, as this often makes the situation worse.

Guidelines for clear communication:

• Be specific about expectations and consequences
• Provide context for decisions
• Offer opportunities for questions and clarification
• Follow up in writing for important messages
• Be consistent in your communication style

Practice active listening. Ensure your team feels heard by giving them your full attention and asking clarifying questions when needed.

8. Balance authority and approachability in leadership roles

"Your tone matters...a lot."

Lead with confidence. As a leader, your team looks to you for guidance and direction. Demonstrate confidence in your decisions while remaining open to input.

Ways to balance authority and approachability:

• Maintain an open-door policy
• Regularly solicit feedback from your team
• Be transparent about decision-making processes
• Admit when you're wrong or don't have all the answers
• Recognize and appreciate your team's contributions

Adapt your style. Different situations and team members may require different leadership approaches. Be flexible in your style while maintaining consistency in your core values and expectations.

9. Address workplace behavior issues directly and fairly

"Addressing it directly and firmly will often increase the respect that yellers have for you."

Act promptly. When faced with inappropriate workplace behavior, address it immediately to prevent it from becoming a larger issue or affecting team morale.

Steps for addressing behavior issues:

1. Document specific instances of the behavior
2. Have a private conversation with the individual
3. Clearly explain why the behavior is inappropriate
4. Set clear expectations for future behavior
5. Outline consequences for continued infractions
6. Follow up to ensure improvement

Be consistent. Apply the same standards to all team members, regardless of their position or personal relationship with you. This fairness builds trust and respect within the team.

Last updated: December 1, 2024