How you react when faced with poor-performing or disruptive employees can make the difference between your team’s success and failure and can ultimately float or sink your chances as a management star. Unfortunately, too many managers simply don’t know how to connect with this type employee and spend their precious time doing the same-old things that haven’t worked in the past hoping this time they get through. Unfortunately the normal results are that problems worsen, morale deteriorates, and productivity takes a major hit. So how do you keep this from happening to you? Well listen up.
Dealing With A Disruptive Employee is Easier Than You Think!
According to leadership experts communications skills are the number one trait a leader must have in order to succeed and EQ (Emotional Quotient) is far more important to effective management than is a person’s IQ. Why you ask? Because 85% of people fired was due to relationship or behavioral problems. Getting a handle on what makes people tick and communicating effectively are essential to your current and future success.
In the early part of my career as an HR manager, I struggled to assist managers effectively deal with disruptive employee challenges. Most of time I had to fall back on the same old outdated managerial strategies that didn’t work. Believe me it was a head-banger!
Then in 1992 I was introduced to Dr. Taylor Hartman and his internationally renowned behavioral assessment, the Color Code™ Personality Test. Although I’d been a student of Myers Briggs behavioral assessments for many years, I still didn’t know how to apply my behavioral knowledge to effectively fix the employee challenges my managers faced.
After taking the Color Code assessment with a group of my fellow managers and listening to Dr. Hartman discuss his behavioral and communication theories, the mental light bulb went off over my head. I thought “Finally, a way to help people understand each other and to break down the communication barriers. A behavioral assessment that’s fun, it’s easy to remember and understand and can be immediately put into action.
Managers can easily apply the fundamentals of this system to deal effectively deal with their employee challenges especially those that disrupt their workday. Yippee!”
Frankly, I’m neither a psychologist nor a behavioral science major but every time I talk about the Color Code communication strategies I witness the breakthroughs and see mental light bulbs going on all over the room.
I hear things like, “So that’s why I do that. Or, “Now I know why I’m not getting through to ….” Or the most fun one “My spouse has got to take that assessment!”
Because I know it worked for me and I know it’s worked for hundreds of my clients I want to invite you to give it a try at absolutely no cost to you. To take the free Color Code assessment you can visit our website at www.hrtoolkitsonline.com and click on the Color Code tab. Scroll down the page to click on the Free Analysis bar.
Now before I call it a wrap, I’d like you think about this. Who is the one employee (or person) that you just haven’t been able to communicate with? I’d like you also think about what the stumbling block is and what would resolving the issue(s) would mean to …your bottom line…your team…the performance of your business…you fill in the blank.
Look into the Color Code assessment. It just might do the trick for you like it did for so many others and me. What have you got to lose?