How often does your staff create distractions with an avalanche of finger-pointing and accusations? You may find yourself at a loss of words contemplating the right way to approach the situation. Or worse, you may blow up adding fuel to the fire.
It’s up to the leader to cut off this behavior as it ramps up, because frequent incidences are bad for your organization’s health. Often, the right hand doesn’t know what the left is saying or doing; and that is where the problems begin.
It’s important to realize that the subject of this workplace drama is likely to be much deeper than simple finger-pointing and occasional outbursts. But ignoring it can lead to situations that can be more damaging to the health of your organization in the long run.
Good leaders know how to ask the right questions and get to the heart of the issue. Try to mediate as an attempt to stop the drama. You cannot ignore the internal strife among your employees. It is your job to interfere to ensure that your organization can operate to the best of its ability.
It’s unfortunate, but workplace drama can cause many internal distractions that directly and indirectly interfere with your employees’ ability to work effectively.
The bottom line is that like it or not, you need to intervene. Drama is not likely to go away on its own, and your (and your colleagues’) frustrations will only get worse.
This is more than “management by walking around”. It involves concentrated powers of observation and a willingness to discover and deal with something that may not be so pleasant. Don’t be afraid; take action.
Header image Mikhail Nilov/Pexels.
