How To Handle Defensive Employee

Now that you have a plan of action rehearse it. A defensive persons first choice is to defend.

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When humans are gripped by primal fear they get completely in touch with their ancient lizard brains and highly defensive people are virtually always gripped by primal fear.

How to handle defensive employee. Mental rehearsal builds confidence. How to coach a defensive employee whose behavior is impacting his or her performance. Acknowledge the employees frustrations.

Instead trapping an owl by handing-off responsibility to some he cannot dismiss enhances your stature by demonstrating that you are results-oriented not defensive. To combat it make your employees feel secure. Present such feedback in such a manner that you are helping them improve instead of pointing out their drawbacks.

For example if he is still very defensive after being provided with examples of his behavior say I understand that youre quite upset about what Im telling you here End the conversation with positive forward. The typical response when someone interacts to. Choose wording that feels authentic and make sure your mindset going into the conversation really is.

To get the best from them try three tactics. Strategies for dealing with defensive employees. Defensive employees need reassurance.

Even if the two of you come up with a potential solution to help the employee manage their behavior this will be an active coaching effort on your part. If you know an employee tends to react poorly to criticism the key is to avoid obfuscation softening or sandwiching Sandwiching the act of saying a positive comment before and after a. Regular communication reduces the risk of defensive attitudes taking hold because your employees.

Defensive behaviors can be challenging though not impossible to manage. Also tell the employees to approach you or their team leader in case of any guidance. Tell them your feedback doesnt mean theyre failing and that you just want to see them reach their full potential.

Say Id like to circle back to my original topic. Here are several steps that can help you become more emotionally intelligent when dealing with defensive people. You might be able to adjust their job responsibilities to leverage their strengths.

Effective managers realize that employee performance reviews are an ongoing process. It can be said that the best relationship you can hope to sustain with a highly defensive person is one of respect caution and a sense of empathy as their doubts about self-insignificance are paramount to their highly defensive. During the conversation resist the urge to evaluate criticize or suggest.

This will avoid aggravating the defensive employee. To get through that McLeod suggests giving a defensive employee. Try saying something like I want to help you improve or share a story about a time when you made a similar mistake and somebodys feedback helped you fix the problem.

After the emotional moment has passed offer the defensive person a chance to speak with you about the situation that led to the defensiveness. The challenge with managing a defensive employee is they dont take feedback well. Use your HR representative or a trusted peer colleague but not your direct reports.

At a minimum rehearse it in your minds eye. Just listen intently and take both the words and emotional content into account. Say Im having trouble connecting what you just said with the issue I.

Refrain from reacting defensively. If they have deep technical. Managing a defiant employee isnt easy.

The heart of a defensive coworkers behavior is really about insecurity and ego.

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