Written by: Karin Hurt and David Dye
Are you having trouble with workplace drama? Perhaps this will sound familiar.
Dear Karin and David,
I try so hard to be an empathetic leader. I really do care about the human beings on my team. But there is one woman on my team who is driving me crazy. She’s a drama queen. She’s got drama at home. Drama at work. Drama with her co-workers. Drama on personal calls … I want to show that I care, but she’s sucking up a lot of my time and energy and it’s dragging the team down. What do I do?
Her Workplace Drama is My Workplace Drama
Six Ways to Address Workplace Drama
Dear Her Drama is My Drama,
This is one of the toughest dynamics for a Winning Well manager. It’s really hard to know if she’s overly dramatic or if she’s truly in a bad situation. You want to be approachable and you want to help. There’s also a limit to what you can, and should, do in your role. It’s time to establish boundaries and find her some additional help as needed.
1. Limit the Audience
Don’t entertain her complaints or stories in front of the whole team. Acknowledge her issues and schedule some limited time to understand her concern privately.
2. Watch Your Body Language and Facial Expressions
Looking annoyed and ticked off will only reinforce her opinion that you’re an idiot who doesn’t care and now you’re part of the drama. It’s easy to slip into passive-aggressive mode here, to roll your eyes, or sigh deeply. Stay true to your values as a Winning Well manager.
3. Listen with an Open Mind
Sometimes within the fury of complaints and drama about her experience on the team or at your company, there is something important to learn. Listen carefully. We’ve both had times where chronic complainers brought us real issues, we were glad we had the opportunity to address.
4. Engage Professionals As Needed
If she needs real help, help her find it through HR and your Employee Assistance Program.
5. Reinforce Clear Expectations
Assuming you’ve appropriately addressed the real issues, and engaged support, it’s time to reinforce clear expectations for her role both in terms of results AND relationships. An I.N.S.P.I.R.E. conversation may be just what you need here, where you notice specific behaviors that are destructive to the team and the work that you are doing.
6. Give Her a Project
If the drama is work-related, they may just have too much time on their hands. Get her involved in solving the problem, not just talking about it. It’s always easier to tear something down than to build something up. Pull her into the solution-building equation.
Your Financial Planner Will Be Replaced by a Computer
Should You Follow This Billionaire Investor Towards Gold?
How To Become A Force To Be Reckoned With
How to Avoid Ghosting
Beyond Meat, Beyond Logic: The Future of Food?
The Rise of ‘Tech for Good’ and How to Implement It Effectively in 2019
Plan for Tomorrow, Live for Today!
How to Take Your Digital Marketing From Naïve to Native
The Yellow Brick Road Towards Thought Leadership
Central Banks Take the Spotlight This Week
Insights20 hours ago
The Elections and Your Portfolio
Development20 hours ago
Freedom From the Big Brand: Unencumbered Growth for an $800mm Team
Insights20 hours ago
The Biggest Risk to Advisors
Equities2 days ago
These 4 Stocks Are Pointing Higher
Development2 days ago
6 Things Banks Taught Us About Building A Super Profitable Business
FinTech2 days ago
The Logic of Digital Change
Permission to Succeed3 days ago
A Liquid Commodity for Diamonds with Cormac Kinney
Building Smarter Portfolios3 days ago
Why Insured Municipal Bonds Make Sense Today