Ego Clashes Between Employees - Doc Download

Dear Members,

I have spoken to both the employees individually, the Sales Manager as well as the Sales Executive. I asked the Sales Manager to change his behavior and be polite with his team members, to which he wholeheartedly agreed. I then spoke with the Sales Executive; he said that he will not report to the Sales Manager and indicated to me that if we force him, he may quit. Now he is being adamant.

Regards,
Divya

Dear Ms. Divya,

I knew this would happen. My suggestion is that perhaps you may find a better employee if you lose the adamant Sales executive. He should be flexible if he wants to progress in his career. For the last time, try to find out why the Sales Executive is behaving adamantly. What are his expectations? Does he have any practical solutions for the current issue? If nothing works out, please replace him rather than spoiling the organizational culture.

With profound regards,

It would be better if SE is assigned to a different team with a leadership role. We should not underestimate an employee; he must be very good at his work and deserves to be in a leadership role. Simultaneously, a Sales Manager can be trained on how to handle such situations in a leadership position.

The matter seems to be quite interesting. We have observed such happenings in most of the organizations, and the final results are always disturbing for the employers as well as the employees.

In this particular case, it appears likely that the other party, whom you believe to be adamant, needs to leave in the long run despite the fact that he is an effective team member. The Sales Manager enjoys the advantage of being designated as senior by the higher management and is ably maintaining a good rapport with the rest of the teammates. This is enough to prove him worthy of a confirmed stay in the organization than the other guy.

The only way left is that the junior must submit and realize the gravity of the situation and avoid being a loser or a rolling stone subsequently. How you succeed in conveying this hard reality and rightly convince him properly is the million-dollar assignment. Good luck!

Dear Divya,

Here the issue is Promotion. So, whoever has been promoted to the manager level should have been sent for management skills and team-building training, where they would learn how to effectively manage a team.

A manager is someone who can lead a team of individuals with varying talents, skills, and attitudes to achieve their assigned goals. They should be capable of handling both talented and untalented, skilled and unskilled, arrogant and obedient team members.

This is just my opinion.

With warm regards,

K.V. Gopala Reddy
Soft Skills Trainer

Dear Ms. Divya,

Please be informed that current generations of managers need to possess leadership skills rather than just managing their team members. I am training my company employees at middle and senior levels to develop leadership skills so that they can be more than just an ordinary manager.

A positive mental attitude must be practiced by all employees at all levels to create a professional, open-minded work culture.

With profound regards,

Dear All,

Thank you very much for your suggestions and views. We have tackled the situation by speaking to both employees, and now they have both set aside their egos and started with a fresh beginning.

Regards,
Divya

Dear sir,

I work in a Pharmaceutical company as a second-line manager. In my team, there is a medical representative who is not obeying my instructions or those of his area manager. He always expects the company to provide directives directly to his email id. For example, a new area sales manager recently joined, and I conducted a meeting at our office to introduce him formally to all medical representatives. Subsequently, I sent an email through our company reporting portal. However, this senior representative is uncooperative and insists on an official declaration from the company. In my 22 years of experience, no one has behaved in this manner. According to the hierarchy system, he should follow the orders of his immediate superior and mine. I am puzzled as to why he is seeking additional confirmation from the company.

When we invite him to a meeting, he raises his voice and speaks negatively about the company's policies and strategies. As a result, I have isolated him and have not called him to a meeting for the past six months. With the arrival of a new area manager, I organized an introduction meeting and presented him during the session.

Kindly advise me and provide the relevant labor law section. This issue is a significant headache for me every time.

Thank you.