Day at the office started off well enough, until your employee started in again complaining about his coworker. Not only is it getting old, it is wasting valuable time and distracting your employee from his work.
He is focused on the co-worker, not his own stuff. What SHOULD be different. What isn’t right or fair or logical. Wah. Wah. Wah. He can see only what should be, rather than what is.
Assuming, for your own reasons, the co-worker is valuable and isn’t going anywhere, this issues needs addressing.
Here are some great questions to help your employee change his perspective:
1. “What makes you certain your way is right? Can you step back and accept that others have “their” way?”
2. “Are you willing to help your co-worker out to get on the same page?”
3. “What can YOU do differently to shift this situation? Or to shift your feelings about it?”
4. “What would happen if you simply ignored all of this?”
5. “How might you be contributing to this situation?”
6. “What is the cost to you of focusing on them rather than yourself?”
7. “Imagine being able to just let it go. What would that be like for you? How would things be different for you? “
8. “Instead of focusing on what they are doing wrong, are you willing to spend the next week looking for what they do right? What their contribution is? Their value?”
9. “In the big scheme of things, is this all that important?”
10. “What humor or insight can you find in this?”
Frequently some of the best “workers” are the most vocal about others whose output or system doesn’t match their own. Most likely BOTH employees are valuable or I’m assuming you would have made a staffing change, right?
Use these questions (not all at once, simply pick and choose a few to begin) to coach your distraught employee into seeing things differently. Keep in mind, your employee must feel valued by you for these questions to be well received. As always with “the way to say it”, your delivery and tone are as important, if not more important, than the words you choose.
By creating a simple shift in your employee’s perspective, you can alleviate the friction and redirect him back to his own work, plus get some peace of mind yourself.
Tell me…how have you successfully, or even not so successfully, handled these situations in the past? Love to hear your comments and ideas. [contact-form][contact-field label=’Name’ type=’name’ required=’1’/][contact-field label=’Email’ type=’email’ required=’1’/][contact-field label=’Website’ type=’url’/][contact-field label=’Comment’ type=’textarea’ required=’1’/][/contact-form]
P.S. Your complaining employee could be a “he” or a “she.”