WHEN AN EMPLOYEE IS HOSTILE TO YOU


	Maybe he had an unhappy childhood.  Or maybe she wants
your job.  Whatever the reason, some employees do their best to
make you do your worst.  They can play any number of games:
bending  work rules, "forgetting" to share important information,
opposing you at every opportunity, or simply acting rudely.

	What can you do about hostile employees?  Firing them
probably sounds good.  But however satisfying that option seems, it
may not always be available--or appropriate.  Workers who have it
in for you may still have valuable skills to offer, no matter how
strongly you wish they'd offer them somewhere else.

	Fortunately, there are steps you can take to stop a hostile
employee from wrecking your team's productivity.  To neutralize
hostilities and begin a more productive relationship, try the following
tips:

	1.  KNOW WHEN TO ACT.  Antagonistic employees may bait you
with minor antagonisms.  Shrug them off.  You'll be conserving your
energy for supervising the entire department--and by refusing to
reinforce the behavior, you'll discourage the employee from
continuing the sniping.

	Draw the line, however, at actions that affect the team's
productivity.  When an employee pushes too far, act fast.  Show the
employee and the rest of your staff that you're ready to protect the
group's best interests.

	2.  HOLD YOUR TEMPER.  Wait until you get to the gym after
work to give your anger free rein.  Until then, stay calm.  Keep the
discussion impersonal and focus on improving the situation.

	3.  ASSERT THE UNIT'S NEEDS.  Describe the behavior that's
expected from the employee and how his actions fall short of
standards.  Explain why a change is needed--to keep the team
working smoothly, for example, or to help the organization reach its
goals.  Describe how the employee's behavior could be improved, and
let him know it's his responsibility to improve it.

	4.  LISTEN, BUT DON'T ARGUE.  Let the employee express her
feelings about the problem you're discussing.  But don't get drawn
into a debate, especially over your competence.

	5.  SEEK AGREEMENT AND COMMITMENT TO CHANGE.  Ask the
employee how he thinks he can meet the unit's standards.  Construct
a plan that will help him cooperate satisfactorily.  Be willing to work
with him in making changes that will benefit the entire group.

	It may be easier than you think to zero in on the source of the
employee's problem--and fix it.  Look for ways to determine and
relieve the cause of hostility.  Do all you can to dissolve the
employee's hostility with your willingness to help her become a
productive part of the team.

Does that help? YES or NO