A bossy employee can be a manager’s worst nightmare if they don’t know how to handle it properly. Find out how to get this type of worker back online in this article.
The ideal team for any leader is a team that follows your example, a team that suggests ideas and collaborates. Each worker is satisfied with their work and contributes something to make the team greater than the sum of its parts. But only a bossy worker can interrupt all of this. So how can we deal with such a person?
When an employee gets too bossy
There is nothing wrong with a worker who takes responsibility. In fact, these types of workers can be like gold dust because too many people today just want to sit back, do the bare minimum, and cash their paycheck.
A good worker like this could help others who are not up to date yet, and this type of training will involve them asking others to do things for them.
But when a worker constantly asks others to do tasks but at the same time doesn’t do their part, does less work, or does an easier job, then you have a bossy employee who needs to be put back in his place.
Easy goes
The best way to deal with a bossy employee is to convince him to get “on the side.” Use your coaching and delegation skills, but make it clear that you expect him to deliver, too.
One way to do this is to establish a large task or project. Make friends with someone else, but make it clear that you expect both of you to comply.
You can also earn respect and a motivated worker if you give them some special rewards for going the extra mile. This could mean some training that would enhance the worker’s resume and would also be good for the company. Or you could take the carrot and stick approach and mention that you will talk to other managers if you do a good job, which could open up future career opportunities.
The hard way
Sometimes a worker just doesn’t respond to the carrots you offer. This is not by mistake or ignorance, in these cases the worker knows very well what he is doing.
There is always a reason why a worker can become lazy and industrious and try to just do the easy things and give orders to others. It usually revolves around job satisfaction. If a normal person is satisfied with their work, they just won’t be as disruptive. If you and / or your organization have been lazy in addressing career progression, training, and job satisfaction, then only you are to blame.
I would advise getting your boat in order and mentioning this to the worker. If you can convince him that things will really change and that there could be rewards for him in the future, he will change his behavior and see a new side of him.
the hardest way
If you think your worker has no reason to act this way and there is no other root cause other than his laziness, arrange a private meeting and give him an informal warning. Don’t use the word “warning”, just “talk.” Explain that his standards are unacceptable and that he needs to change.
If you don’t change your behavior, then you need to start thinking of effective ways to “handle” it and replace it with someone more motivated and hungry for career success.