|
By Dave Wilmer, Robert Half Technology
Question: I recently accepted a position managing the IT staff at a new company. I am told the team is very talented but includes a diverse set of personalities. I’m not sure what challenges to expect, but do you have any advice for managing a group of employees who are a varied “cast of characters”?
It goes without saying that each employee brings his or her own temperament, expectations and experiences to the table. And the more diverse the group, the more likely some personalities end up dominating -- or getting lost in the mix. This can easily lead to discord, conflict or diminished productivity among your workers.
Even though you don’t yet know the specific personality traits of your new team members, there are likely employees who fit into one of the categories of common workplace “characters” below. Included is advice for managing each personality type, so you can create a harmonious and productive department.
Reliable Renee
Renee is a model employee. You can count on her to produce high-quality work and meet tight deadlines. She always keeps a positive outlook, and she never complains. That means she’s the department’s go-to-person -- for you and nearly every other member of the team. However, because she’s so quiet and pleasant, you would never know if she feels overworked or like she is being taken for granted.
Management advice: Managers frequently turn to their star performers for urgent and important tasks. But calling on the same people every time can be detrimental to your team in several ways. First and foremost, you risk burning out your best players. They’re the least likely to complain about high workloads and, like Renee, may continue to take on assignments with a smiling face. The demands you make on them also could drive them from your firm and into the arms of a competitor -- after all, highly skilled professionals are in high demand, no matter the employment environment. At the same time, you hinder the development of others on the team by not giving them new challenges that can build their skills and confidence. And you pigeonhole yourself into having to turn to the same individuals for assistance time and time again.
The lesson here: Be prudent when delegating assignments. Also learn to read between the lines; even though Renee may claim to have the bandwidth to tackle a new assignment, giving it to someone else could be the smartest strategy in the long-run.
Chatty Charlie
Charlie seems to be friends with everyone. He’s always in motion, buzzing around the office, joking and gabbing with anyone he sees. Charlie is a likeable guy, but his constant need to socialize is preventing him from doing his work and interfering with the productivity of others. Worse, Charlie enjoys gossip, and the “inside scoop” he collects and repeats is often inaccurate.
Management advice: You want your employees to be friendly with one another because getting to know each other on a personal level can help them build camaraderie. But you don’t want staff to socialize for large portions of the workday. Nor do you want them to gossip or spread rumors, which can hurt morale and even cause your team to question your authority as a new manager. Speak to Charlie about his lengthy stays at the water cooler and let him know that gossiping is not allowed. If the activities continue, you may need to consider disciplinary action.
Ambitious Adam
Adam is a highly capable member of your team who is eager to take on tough assignments. He’s quickly moved up the ranks and seems immediately at ease with every new project he’s given. In fact, it’s almost a struggle to keep Adam challenged at work.
Management advice: Adam is the type of employee any company would love to have. It’s your job to ensure he loves working for your firm. Speak with him personally to find out if he truly enjoys his job and to learn what his career aspirations are. What could you do to make his position more satisfying? How can you convince him to build a long-term career with the organization? Work with Adam to develop a career path that fulfills his passions and allows him to advance professionally so he continues to find his job challenging and rewarding.
These are only some examples of the types of employees you are likely to find in any business. Perhaps the best advice to keep in mind is that each staff member you supervise is different. By treating them as individuals and tailoring your approach to each of them accordingly, you can create a more cohesive and harmonious IT department.
Dave Willmer is executive director of Robert Half Technology, a leading provider of IT professionals on a project and full-time basis. Robert Half Technology has more than 100 locations worldwide and offers online job search services at www.rht.com.
Only registered users can write comments.
Please login or register. |
