Who’s responsible for an employee’s morale? Many people think it’s the manager’s responsibility. But I say it depends. For example, before Sarah became manager of her new team, she’d been warned that the group had longstanding problems with low productivity and morale. Sarah rapidly discovered the warnings were accurate. Her staff spent too much time at work complaining and dealing with emotional outbursts. However, a careful analysis revealed the problem wasn’t the whole team. It began with one employee, Penny. Penny was never pleased and was clear about whose fault it was.
To read the rest of this article from The Memphis Business Journal, see: Don’t allow an employee to bully workplace over ‘morale’ claims http://www.bizjournals.com/memphis/print-edition/2011/06/03/dont-allow-an-employee-to-bully.html
Sometimes, managers can be unfair, arbitrary and bullying. But in this case, Penny, an employee, was the bully. She had used her unhappiness to coerce previous managers to do what she wanted. She maintained her power by never being satisfied.
Learn what Sarah did legally and what Penny decided to do in response.
All tactics are situational. Expert coaching and consulting can help you create and implement a plan that fits you and your organization. The result will be eliminating the high cost of low attitudes.