Addressing undesirable behaviour at work
Sometimes it seems that we believe that the role of managing people is far more difficult than it needs to be. Recently, I received confirmation that a management style comprised simply of honesty, positive reinforcement, mentoring and early intervention is wholly appreciated.
A senior manager shared with me his experience concerning a receptionist—let’s call her Paige. As a relatively new employee, Paige makes tactless comments, jokingly provides inappropriate nicknames for other staff and offers too much information. She is a good worker and competently fulfills her responsibilities, but others know and remember her for being off-colour.
The woman who works with Paige and trained her believes that she has effectively completed her training function, as Paige knows the responsibilities of her job and completes them as assigned. In her mind, Paige no longer requires training.
I asked the manager if he is assisting Paige to improve her behaviour and to shape her style to be more appropriate for the company. Apparently, neither he nor anyone else has taken on the role of her mentor because his response was:
“But she appears very professional.”