Business Education

There’s No Synergy and Little Camaraderie between My Tenured Staff and New Hires… What Do I Do?

So, you had a wonderful staff and everything was going really well. Then, the whole world fell into chaos due to the pandemic. But, you managed to work your way through and even brought on additional personnel. It was a reasonable and logistical decision. Now, you’re caught in a quagmire because your tenured employees aren’t syncing with your new hires. What can you do before it becomes too big a problem? Simple, take immediate action, size up differences, be impartial, formulate an action plan, and then keep an eye out.

Every Solution Breeds New Problems

It sure seems that when you find a way to fix an issue, it only creates another problem. Although it’s a well-known cliche, it’s certainly something that practically every business has experienced. When you brought aboard fresh talent, you probably pictured them working side by side with your existing staff. Instead, you’ve got a kind of civil war unfolding in your place of business.

…it is important to intervene early. In extreme examples, the conflict might be due to one employee who is creating a problem, but most often it is a matter of having two personalities that don’t mesh well together. The sooner a solution is reached, the sooner both employees will be happy to be able to move on—and the sooner their coworkers will be relieved to feel the easing of tensions in the office. —The Balance Careers

Obviously, you can’t let this go on and need to address it as quickly as possible. If you don’t, it will only worsen over time and divisions will grow deeper among your combative team members. They might even go so far as to quit abruptly in a moment of anger and leave you to deal with the very untimely fallout. Instead of letting this situation grow out of control, you need to intervene and take rational, measured action. Otherwise, you might also become emotionally overcharged and that will only lead to a lot more trouble.

How to Deal with Employees Who Don’t Work Well Together

There is always a potential for personalities to clash. It’s the opposite problem of having employees who get along too well, to the point they isolate themselves from the rest of the staff and that too becomes an issue. Because people are inherently social, they really like to get along. But, there are individuals who feel an innate need to do their own thing and this also can present a number of problems. If you have a tenured staff that isn’t meshing with new hires, here are a few bits of advice about how to deal with these circumstances:

Identify the problem(s). We’ll start with the most obvious step to take. And that is, to identify the root issues of what’s causing so much chaos. You might find there are very petty differences here that have managed to quickly balloon out of proportion. If so, that’s actually good news because it’s a much easier fix. However, if you discover it’s a very wide and deep rift, you’ll have your work cut out for you.
Understand basic personalities. It’s not just enough to understand what’s going on at the most basic level, it’s imperative that you also know precisely what types of personalities are involved. If you don’t have a firm grip on these elements, there’s really nothing that you can do to end the feud. If necessary, take a little time to get to know your new people better so that you can approach this with confidence.
Don’t show favoritism to anyone. If there’s one thing that will sabotage all of your healing attempts, it’s showing favoritism. Usually, this trait appears on behalf of the people you know best and is biased against the new people in the business. Even if it’s the other way around, favoritism is a poison pill. Be objective and think things through before you take any significant action.
Present some real, workable solutions. Obviously, as the leader of the business, you’ll be the one who needs to come up with one or more solutions or a set of compromises. Regardless of what these are, don’t apply them unilaterally. Instead, speak to people individually in order to get a sense of what they think is most fair, then bring everyone together as a group to talk it out.
Monitor the situation objectively thereafter. Lastly, don’t pull yourself away from the situation too quickly. Instead, watch what unfolds over the next few days to several weeks and be ready to make changes if necessary. You could discover that it’s just not workable and have to make changes to your staff or even put people in different roles. Hopefully, they will begin to work well together and develop strong professional relationships.

What other suggestions do you have for dealing with team members who don’t necessarily get along? Please take a moment or two to express your thoughts and experiences; you might just help someone else out in a big way! Interested in learning more about business? Then just visit Waters Business Consulting Group.

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Vendor Nightmare? Here are Some Quick Fix Solutions

December 19, 2024 No Comments

The need to find an alternate vendor can suddenly arise in the fast-paced business world. Whether due to a supply chain disruption, quality issues, or a vendor going out of business, quickly securing a reliable replacement is crucial to maintaining operations and avoiding costly delays.

3 Biggest Signs of Early Startup Success

June 28, 2018 No Comments

It’s not always easy to know where you stand. Sure, you’ve made it this far and there doesn’t appear to be any big trouble on the horizon. In fact, things are going quite well. Yet, you wonder if it’s just a matter of perception. Or, is your startup really going to make it? Well, there is no guarantee. But, that certainly doesn’t mean you can’t size the situation up at all. There are a few ways to tell if your startup is on its way to success. Why Most Startups Fail Of course, you should first know what causes most startups to fail. Perhaps the largest reason is they run out of cash. Investors only give so much, both in money and time. If you’re burning through cash and there’s little or no profit, you’re obviously running a really big risk of going out of business. Another reason startups fail is due to a lack of clear strategy. Put another way, they don’t know the way and don’t have a concrete idea of how to go from one goal to another. Most startups fail. But there is a common thread among some of the most successful startups: Consumers, not investors or tech blogs, find them first. A few examples: Facebook, Instagram, Pinterest, Most recently: Snapchat. —Business Insider.com Then, there’s tons of bad advice. It’s out there and if you take the wrong advice, you’ll probably see the consequences quickly. That’s your chance to act and change course to make it a lesson learned. Another reason why startups fail is the market moves in an unexpected way. They just aren’t prepared for contingencies. Or, fail to make necessary adjustments when needed. 3 Biggest Signs of Early Startup Success But, how do you know when you’re on the right track? What tells you that things are not only going well, but likely to continue in a good direction? Here are the three biggest signs of early startup success to lookout for: Positive cash flow. It’s no mistake the first factor in failure is due to lack of cash. If your company is bringing in cash and making a profit (that is, your intake minus your expenses), then you’re definitely off to a good start. Customers find you. Take a quick look at the quote above and let that thought sink in for a moment. If customers are finding you without you having to identify and chase them down, you’re fulfilling a crucial need and that’s a really good thing. Rhythmic, rock solid team. Another sign a startup is on the right path is when it’s crew recognizes they work well together and work toward goals as a team for the good of all. It means the right people are in the right positions and that’s a huge factor in success. What other signs signal a startup will succeed? Or, what might happen which means there’s trouble ahead? Please share you thoughts and experiences by commenting! Interested in learning more about business? Then just visit Waters Business Consulting Group.

My Best Job Candidate just Turned Down My Employment Offer – How can I Prevent that from Happening Again?

August 19, 2022 No Comments

So, you offered a superstar an employment opportunity and that person ultimately turned the offer down – much to your surprise. Now, you’re wondering why this happened. And, more importantly, how you can prevent the same from happening all over again. After all, repeating the whole process over and over will probably just produce the same disappointing results. With this in mind, it’s best to know the most plausible reasons top job candidates turn down employment offers. Top Reasons Job Candidates Turn Down Work Offers Let’s start with the most obvious: the compensation isn’t competitive. When was the last time you actually took the time to look at the latest compensation rates for your open positions? If you haven’t done this in quite some time, it’s definitely time to do so now. Another top reason is the benefits aren’t enticing enough – they simply aren’t adequate. Have you ever felt really good about a candidate? You thought it was a perfect match and couldn’t wait to have them on your team. You made your absolute best offer … only to have them turn it down. This may have led you to settle for your second, third, or even fourth choice candidate. You might find yourself wondering, what makes someone go through the trouble of applying, interviewing, etc., only to say no once the job is offered? What is it those job seekers want? —CareerPlug Again, if the benefits you’re offering aren’t in line with others in your industry, that’s a red flag. You need to give your benefits package a reexamination right away. Of course, another top reason is the interview process didn’t go well. You need to deconstruct how you vet candidates and make the necessary changes. Also, be sure to reassess who does the interviewing – maybe there’s a change needed there, too. Other Common Factors that Cause Job Candidates to Decline Offers Obviously, if the culprits aren’t compensation, benefits, or the interview process, the explanation must lie elsewhere. So, here are some more possibilities as to why you were turned down: The position really isn’t a good fit. It could be the candidate thought he or she was going for one position and it turned out to be something different. Or, that your company culture isn’t a good fit with his or her personality. Be sure you’re accurately describing the position and it isn’t in any way misleading. Too many negative online reviews. You might care deeply about online reviews. Or, might be a bit ambivalent about online reviews. Regardless of your disposition, it could very well have a detrimental impact on a potential hire. It’s obviously not enough to check your company’s reviews but to respond professionally. There’s a poor work-life balance. If you’re the type of employer who demands people give their all and are always available, you’re asking way too much. What’s more, anyone who has a home life won’t find it appealing to work for your company. Sure, there will be some candidates who like and thrive in these types of environments, but probably a lot fewer than those who place great importance on a sound work-life balance. What other reasons would you say would contribute to a job candidate turning an employment offer down? Please take a moment to share your thoughts and experiences so others can benefit from your perspective! Interested in learning more about business? Then just visit Waters Business Consulting Group.