“The manager should take as much time as necessary so that she is confident in her own understanding of the answers,” says Heathfield. ![]() Specifically, you need to know how the decision was made, who was consulted, what other possibilities were discussed, and the rationale behind the final outcome. Here’s how to navigate the situation.īe sure to have all your ducks in a row before talking with your employees. ![]() Talent management expert and writer Susan Heathfield agrees: “As a manager, you walk a fine line between being a company advocate and an employee advocate.” Reconciling the two is no easy task and you often feel stuck between a rock and a hard place. This is because you always have two different parties’ interests at heart - that of your employees and that of upper management. “In a managerial role, it’s natural to feel ambivalence” when delivering disappointing news, says Joshua Margolis, a professor of business administration at Harvard Business School. Should you toe the line and act like you agree with the decision or new policy? Or should you break ranks and explain how upset you are too? Maybe you have to tell your star performer that HR turned down her request for a raise or to inform your team that the company doesn’t want them working from home any longer. It’s even harder when you don’t agree with the message or decision you’re communicating.
0 Comments
Leave a Reply. |