Workplace issues

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If You Do These 10 Things, You’re Probably A TERRIBLE Co-Worker



One of the best things about work is that you get to collaborate with your co-workers. However, in offices all over the world, there are co-workers people would rather NOT work with every day.

Co-workers can get labeled as terrible for multiple reasons. And that label can do some serious damage at work.

Here are a few habits a colleague can have that would earn them that bad reputation. Are you guilty of any of them?

Gossiping About Your Co-Workers


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It's important to build a team that has respect for one another in the workplace. One of the biggest things that kills respect among colleagues is gossiping.

If you talk about your co-workers behind their backs, there's no way they're going to trust you or respect anything you have to say. Plus, they won't want to work with you if you're talking badly about them. That could have a major impact on your work, especially if you have a project you need help on.

Gossiping could give you a brief moment of satisfaction, but it can really do some serious damage to your work relationships.

Having A Bad Attitude At Work


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We've all had bad days at work. We're human, it's bound to happen.

However, having a consistent negative attitude at work will have a tremendous impact on your relationship with your co-workers.

Multiple studies show that negative attitudes can spread quickly, especially in the workplace. That means people will want to stay away from those who generate negative energy. Also, having a negative attitude at work kills workplace productivity and puts a major dent in workplace culture.

With that being said, take a minute to reflect on your attitude at work. Could it use some adjusting?

Distracting Your Co-Workers While On The Job 


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Let's be real—everyone needs a little break at work. It's good to take some time to get away from your desk, whether it's a five-minute walk around the office or a quick trip to the vending machine. However, constantly being distracted at work can lead to major problems that impact productivity.

A source of these distractions can come from co-workers.

Think about it. Is there a co-worker who is always talking, even when you're trying to work? Or is there a co-worker who blasts loud music at their desk throughout the workday?

These distractions may not be intentional, but they can cause other people to lose focus at work.

If you have distracting habits at work, think about how you can curb them. You'll be surprised by what it does for your office's productivity.

Taking Credit For Your Co-Worker's Work


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Working with a team at work has great benefits. You're able to collaborate with people and come up with ideas you may not have thought of on your own. That being said, giving credit to your co-workers for their contributions to the workplace is essential for maintaining good relationships with them.

If you're collaborating with a co-worker on a project and you want to expand on one of their ideas, be sure to give them credit where credit is due.

If you take all the glory and don't mention their contribution, it will reflect poorly on you.

Not Pulling Your Weight In The Office


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When you go to work, it's expected that you show up and actually do work. However, there are some people who do a lot of showing up...but not a lot of work.

When someone doesn't do their job, they force their co-workers to pick up the slack. That combined with the workload they already have could cause some MAJOR frustration in the office.

Make sure you're doing your job when you're at work. It can be so easy to get distracted, but you have to stay on track and do what needs to get done. Doing your share of the work will give you a lot of satisfaction and your co-workers will appreciate your contributions.

Immediately Shooting Down Co-Workers' Ideas


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Your co-workers will have ideas they want to share with the team from time to time. You may not like these ideas and, as a result, you may shut them down before the team even discusses them.

There are multiple reasons why this is a bad habit in the workplace. For starters, it could give the impression that you're not open to hearing new ideas. It could also give the impression that you don't care about your team's opinions.

So, before you shoot down a co-worker's idea, take a moment to really think about it and have a discussion with them about it instead of immediately expressing your distaste for it.

Bringing Personal Issues Into The Workplace 


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It's important to have a good work-life balance. However, bringing too much of your personal life into the workplace can cause some rifts in the office.

You may have co-workers you can talk to about your personal life. But you may also have co-workers who wish to maintain a strictly professional relationship with you.

If you vent about your personal life at work, you risk compromising your relationships with your co-workers.

As a worker, you are a business-of-one, which means you want to market yourself the best you can. Bringing a lot of your personal baggage into the workplace is not a good thing, and will make it harder to market yourself as an employee and co-worker.

Stinking Up The Whole Office With Your Lunch


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You know exactly what I'm talking about here.

There are certain rules of office etiquette that go unspoken. One of those rules is not to stink up the entire office with your food. Unfortunately, not everyone follows this rule.

There are some people who have no problem heating up their leftover fish at lunchtime. It may be in the microwave for only two minutes, but its impact lasts much longer.

Stinking up the office with your lunch is distracting.

Seriously, it's an issue if the only thing your co-workers can focus on is how your lunch smells.

Being Passive Aggressive In The Office


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A workplace culture should be built around mutual respect and trust among co-workers.

Once in a while, you may disagree with your colleagues, and that's okay. Disagreements happen, but how you handle it says more about you than the disagreement itself.

If you're passive aggressive toward your co-workers, it will cause some tension in the office.

Being passive aggressive means you aren't being direct with your co-workers about your issues with them. If you aren't direct with them, then how are you going to work past the issue you're having?

Passive aggressiveness will take its toll on the workplace if it isn't nipped in the bud. The best way to curb this is to be direct with your colleagues and have a professional discussion about the issue at hand.

Constantly Showing Up Late To Work


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Everyone is late to work once in a while. However, it's an issue if you're constantly late to work.

Showing up on time is a sign of respect in the office. It shows that you care about your work and getting in on time to get your work done.

If you're always showing up late, it shows that you don't respect the work you do. Also, running late can impact your co-workers. If they need your input on a project, but you're running late, it makes them crunched for time. That can lead to a stressful work environment.

Showing up to work on time reflects on you as a worker. So, show up on time and be ready to put your best foot forward.

Not every co-worker will be your friend, but it's always important to respect others in the workplace. If you're guilty of any of the habits mentioned above, try your best to be a better colleague today. Your co-workers (and career) will thank you.

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This article was originally published at an earlier date.

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Executive Spotlight: How To Effectively Resolve Conflict At Work



Conflict is an inevitable part of any workplace. Whether it stems from differences in personalities, varying work styles, or competing interests, the ability to effectively resolve conflicts is a critical skill for maintaining a harmonious and productive work environment. What can managers and team members do to effectively resolve workplace conflicts and foster a culture of open communication and cooperation?

We recently asked our leading executives for their best tips on how to resolve conflict at work.

Here are their responses...

Melodie Turk, Learning Experience Executive


Here are a few of my tips for successful resolution:

  • Don’t wait to deal with conflict. Waiting creates the opportunity for passive-aggressive behavior (on both sides). It also creates the opportunity for the conflict to increase in its negative impact.
  • Reflect. Getting clarity with yourself on what you understand the conflict to be, the questions you may have for the other party, and the solutions that may help resolve the conflict will help ground the emotional side and prepare you for a resolution conversation.
  • Deal directly. Talk with the person or persons you are having conflict with. Talking with a colleague or supervisor may seem easier but can produce faulty interpretation and miscommunication. It also is an easy path to gossipy behavior.
  • Be accountable. Once you hopefully resolve the conflict with another party, give yourself reminders, acknowledge new behavior publicly, record yourself—do whatever it is that you need to do to show the other party that you are taking the resolution seriously.
Melodie Turk is a learning experience executive with a unique background in the learning and development arena as well as change management. She is passionate about bringing change to the workplace—change that is meaningful and change that will last.

John Schembari, Senior Education Academic And Operations Executive


Woman tries to resolve a conflict at work

In line with what Melodie is saying, communication is key in resolving conflict. Communication can come in many forms.

Did we first align our individual goals with an organization's through the development of a strategic vision? Do we need to reground ourselves around/remind ourselves of our common goals?

Do we have established norms of communication? Have we as a team considered how we will address conflict before it even happens?

Having formal organizational processes for discussing conflict can also be helpful in ensuring that we focus our disagreements on policy implementation rather than on people themselves.

John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Ana Smith, Leadership Development & Learning Strategist


Woman talks to a coworker to resolve a conflict

Resolving conflicts at work is crucial for maintaining a healthy and productive work environment. Here's a systematic approach to managing and resolving conflicts:

1. Acknowledge the Conflict:

Recognizing there's an issue is the first step. Ignoring or avoiding conflicts can exacerbate the situation.

2. Open Communication:

  • Initiate dialogue: Set up a meeting with the parties involved to discuss the issue.
  • Active listening: Ensure that each party feels heard. Listen without interrupting and ask open-ended questions to understand the core of the issue.

3. Identify the Root Cause:

Often the visible conflict is a symptom of a deeper issue. It could be related to:

  • Unmet needs
  • Differences in values or perceptions
  • Miscommunication or misunderstandings
  • External work pressures or stress

4. Stay Neutral and Objective:

If you're mediating the conflict, it's essential to remain neutral. Do not take sides, and avoid making judgments based on personalities or past incidents.

5. Focus on Interests, Not Positions:

  • Positions are what a person says they want.
  • Interests are the underlying needs, desires, and fears.
  • Focusing on interests can lead to more collaborative and creative solutions.

6. Generate Solutions:

Encourage the involved parties to suggest ways to solve the conflict. Brainstorming can often lead to a mutually acceptable solution.

7. Negotiate a Compromise:

It's rare that one side will get everything they want. Aim for a solution that addresses the most crucial concerns of all parties.

8. Document Agreements:

Once a resolution is reached, document the agreement. This serves as a reference and ensures accountability.

9. Follow Up:

Set a date to review how things are going after the resolution. It ensures the agreed-upon changes are being implemented and provides an opportunity to address new concerns.

10. Seek External Help:

If internal efforts fail, consider mediation or conflict resolution specialists. Sometimes, an external perspective can provide new insights or methods of resolution.

11. Establish Clear Boundaries and Expectations:

Ensure that job roles, responsibilities, and expectations are clear to prevent future conflicts.

12. Provide Training:

Offer conflict resolution training for employees and managers. This equips them with tools and techniques to manage and prevent conflicts proactively.

13. Promote a Positive Culture:

Foster a work environment based on respect, open communication, and collaboration. Regular team-building exercises can enhance team cohesion and reduce conflicts.

14. Personal Reflection:

If you're directly involved in the conflict, reflect on your own actions and behaviors. Self-awareness can help in recognizing and addressing personal triggers or biases.

15. Know When to Escalate:

Some conflicts may require intervention from higher-ups or HR. Recognize when an issue is beyond your capacity to resolve and escalate appropriately.

Remember, conflicts are a natural part of any workplace. The key lies in addressing them constructively and ensuring they lead to growth and understanding, rather than persistent issues or negative environments.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Michael Willis, Sports Business Operations Executive


Woman yells at a coworker without trying to resolve the conflict

In the dynamic workplace environment, conflicts can arise from time to time. However, leaders must approach this topic with an optimistic and open mindset. There’s no one-size-fits-all here. Each conflict resolution must be met on a case-by-case basis. The first step in any solution is to identify the conflict.

1. Listen Actively:

  • Encourage open communication within your organization.
  • Create an environment where employees feel comfortable raising concerns.
  • Pay attention to what employees say and actively listen to their perspectives.

2. Review Complaints and Feedback:

  • Regularly review feedback channels such as suggestion boxes, surveys, or anonymous reporting systems.
  • Look for recurring themes or patterns in the complaints and feedback.

3. Meet with Key Stakeholders:

  • Schedule one-on-one meetings or group discussions with employees involved in or affected by the conflict.
  • Ask open-ended questions to understand their viewpoints, concerns, and emotions related to the conflict.

4. Communication Conflicts:

Conflicts can arise when team members misinterpret messages or fail to communicate effectively. Optimistically, these conflicts can encourage improved communication skills, better understanding among colleagues, and the development of more robust relationships.

5. Task Conflicts:

Disagreements about how tasks should be completed or allocating responsibilities can occur. Such conflicts can lead to creative problem-solving, innovative task approaches, and a stronger sense of teamwork as individuals work together to find solutions.

6. Personality Conflicts:

Differences in personalities, working styles, or values can lead to tensions. When handled constructively, these conflicts can foster diversity of thought and perspective, resulting in more well-rounded decision-making and innovative problem-solving.

7. Resource Conflicts:

Disputes over resource allocation, such as budget or equipment, can arise. These conflicts can prompt organizations to reassess their resource management strategies, potentially leading to more efficient and equitable allocation of resources.

8. Leadership Conflicts:

Conflicts related to leadership decisions or management styles can allow leaders to engage in open dialogue with their teams. This can lead to improved leadership practices and a more engaged and motivated workforce.

By following these steps, you'll understand the conflict's nature, causes, and context comprehensively. This information will be a solid foundation for developing strategies to resolve conflict effectively and create a more harmonious workplace environment. Remember that open and empathetic communication is critical to resolving disputes successfully.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lynn Holland, GTM & Rev Gen Consultant


Man listens to his coworker during a meeting and tries to resolve a conflict

Conflict in the workplace is the worst! Despite wearing a team player’s jersey, we can find ourselves experiencing sleepless nights, dreading Monday mornings, and feeling exhausted by stress, anxiety, and emotional turmoil due to an office disagreement that we didn’t go looking for.

Rather than letting it linger, drawing in co-workers to take sides, or blowing it up with management, I’ve found four steps to be helpful to proactively pursue and achieve a resolution:

  1. Acknowledge that you are in a disagreement or conflict in your workplace.
  2. Pursue a conversation with the person who disagrees, stepping back from your position and asking for them to share their viewpoint on the process or project in question while genuinely listening with an open mind to where they are coming from.
  3. Recognize that you want what’s best for the organization and assume they do as well.
  4. Ask yourself how you can put their ideas and your ideas together and present them for execution to get an even better result.

Following these steps can help resolve the disagreement without drama, make the co-worker feel heard, and achieve a better outcome that is in the best interest of the company.

Lynn Holland is a business development, enterprise sales, and marketing executive with 18+ years of experience, the last five years in technology, developing, taking to market, and selling directly and through partnerships, B2B technology solutions, technical products, and services for companies up to $5 billion.

Lisa Perry, Global Marketing Executive


Woman listens to a horrible coworker without trying to resolve the conflict

I recently worked at a start-up where an individual was so upset with a colleague and felt justified to let them know by screaming at them in the hallway, where everyone could hear until they stormed out of the building. This incident taught me several valuable lessons about conflict resolution in the workplace.

Stay Calm: In the midst of conflict, maintaining composure is vital. By staying calm and removing emotion, you can take an objective step back to evaluate the situation effectively and find constructive solutions. Most importantly, it will make the people around you feel safe, secure, and confident in your leadership.

Be a Great Listener: Why is this so important? Eighty-six percent of employees and executives cite workplace failures for ineffective collaboration and communication. Listening is critical for conflict resolution because people want to be heard. Let them talk and allow them to express their frustrations. Understanding their perspective is essential. Here are several questions to help you seek to understand the driving motivations behind the issues, whether you are directly involved in the conflict or not:

  • Can you tell me more about your perspective?
  • What would you like to see happen, and what does success look like for you?
  • What steps are necessary to move forward, and how can we achieve them?
  • Consider your involvement in the conflict and how you can improve the relationships and communications through changes in your actions.

Foster Collaboration: Promote a collaborative problem-solving approach to demonstrate that you have their best interest at heart. Once the underlying issues have been identified, bring everyone together to brainstorm the best path forward. This approach encourages collective ownership, enhancing the likelihood of successful solutions.

By staying calm, actively listening, and fostering collaboration, organizations can transform conflicts into opportunities for growth, creating a harmonious and productive work environment for all. If you found this helpful, I invite you to explore my book How to Develop a Brand Strategy and insightful brand marketing articles.

Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.

How do you effectively resolve conflict at work? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Effectively Resolve Conflict …



When you think of a healthy work environment, you might think of a work environment that is inclusive, promotes employee well-being and productivity, and fosters collaboration, creativity, and innovation. Unfortunately, in today's world, a healthy work environment is the exception, not the rule. How can leaders ensure they are creating and maintaining a healthy work environment for their employees?

We recently asked our leading executives for their best tips on how to create a healthy work environment.

Here are their responses...

Ana Smith, Talent Architect & Global Learning Strategist


When you learn that 80% of cultures are toxic, what would your organizational and team culture be?

A healthy workplace is one where employees feel safe, respected, and supported. It is a place where everyone can thrive and do their best work. There are many things that organizations can do to create a healthy workplace, including:

  • Establishing clear expectations and goals. Employees need to know what is expected of them and what they need to do to succeed. This will help them feel more confident and motivated in their work.
  • Providing regular feedback. Feedback is essential for helping employees grow and develop. It should be constructive and focused on helping employees improve their performance.
  • Creating a culture of respect. Employees should feel respected by their colleagues, managers, and customers. This means treating them with dignity and courtesy, even when there are disagreements.
  • Encouraging diversity and inclusion. A diverse and inclusive workplace is a more productive and creative workplace. It is important to create an environment where everyone feels welcome and valued, regardless of their background or beliefs.
  • Promoting a healthy work-life balance. Employees need to have a healthy balance between their work and personal lives. This means providing them with opportunities to take breaks, vacations, and sick leave.
  • Investing in employee health and wellness. Organizations can help their employees stay healthy and well by providing them with access to health insurance, fitness programs, and other resources.

By taking these steps, organizations can create a healthy workplace where employees are happy, productive, and engaged.

Here are some additional tips for creating a healthy workplace:

  • Encourage open communication. Employees should feel comfortable speaking up about their concerns and ideas. This can be done by creating a culture of trust and respect, and by providing employees with multiple channels for communication, such as email, in-person meetings, and anonymous feedback surveys.
  • Resolve conflict quickly and fairly. When conflict arises, it is important to address it promptly and fairly. This can help to prevent the conflict from escalating and causing harm to the workplace.
  • Provide opportunities for professional development. Employees should have opportunities to learn and grow in their careers. This can be done by providing them with access to training and development programs, and by encouraging them to take on new challenges.
  • Celebrate successes. It is important to recognize and celebrate employees' successes. This can help to boost morale and create a positive work environment.

By following these (and other possible) tips, organizations can create a healthy workplace that is beneficial for both employees and the organization as a whole.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Michael Willis, Sports Business Operations Executive


Happy woman works in her home office

In creating a healthy work environment, I can’t ignore what the NFL represents and my passion for the shield. Working at the NFL, there are many stadium shots, action on the field photos, stand-out players, and paraphernalia that can quickly fill office space.

My plan for a healthy work begins with the following:

1. The Physical Space

I believe an attractive office design can make employees intrinsically happier. A theme-based workspace can improve employee well-being and promote healthy habits. You are investing in making your office a more enjoyable place to spend time.

Also, an investment in ergonomic chairs, stand-up desktops, and extra monitors can create a more relaxed and functional work environment. You are encouraging an office-friendly supply chain for replenishing office supplies and computer equipment and arranging the office space where departments sit closely when you can maximize collaboration and teamwork.

Lastly, creating an environment where sunlight flows into the office space to lift creativity and awareness—adding theme-based artwork to maximize productivity and boost morale.

2. The Wellness Space

Feedback and communication are the most valuable gifts you can give your employees. Providing a space where employees can voice ideas, opinions, and issues without judgment or criticism. An open engagement platform.

Showing appreciation and recognition for achievements, whether individual or the entire department, makes employees feel valued and appreciated.

An environment of psychological safety is one where employees are comfortable being themselves. Where they know they are free to exist without fearing embarrassment or retaliation.

Prioritize cultural alignment when hiring. As part of the interview process for potential incoming new hires, this might be an excellent opportunity to test the workplace’s cultural fit.

Lastly, empower your team with what they need to thrive. Be inclusive. Be appreciative. And communicate!

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Debra Shannon, IT Executive


Happy employees on a successful team have a healthy work environment

When building a positive workplace culture, make sure you invest in each employee’s personal development. Are there learning opportunities for them to keep current, get a promotion, or move into a managerial role? Or information to improve their analytical abilities or critical thinking? It’s crucial to give employees the tools and information they need to continue learning and growing.

Encourage employees to develop a growth mindset and to be all that they can be. There is a saying by Confucius: “I want you to be everything that’s you, deep at the center of your being.” Do you encourage employees to be the best version of themselves? Have you asked them what is important to them? If it’s important to them, then it should be important to you too. Besides professional-focused development, make sure to include “personal” learning opportunities such as enhancing their quality of life (e.g., health/fitness) or developing a reading habit.

Personal development is lifelong learning. And when personal development includes both professional and personal learnings, employees are more likely to be and stay excited about what’s next and potentially stay with the organization longer.

Debra Shannon is an IT executive who is also a CPA, CIA, and CISA. Her passion is turning chaos into calm. With her unique blend of experience in technology, project management, and auditing, she can break down complex business problems, identify practical solutions, and lead executive teams and business partners to embrace the value of technology changes.

Lisa Perry, Global Marketing Executive


Happy team members meet in a healthy work environment

Fifty-one percent of employees have experienced a toxic work environment, and one in five Americans have left a job in the past five years due to bad company culture. A healthy work environment is not only essential for the well-being and satisfaction of employees but also contributes to higher productivity, lower turnover rates, and overall business success. Here are some practical steps and strategies to create a positive and nurturing work environment that supports your employees' physical, mental, and emotional health.

  1. Cultivate a Positive Company Culture: Start by fostering a positive company culture that promotes open communication, collaboration, and mutual respect among employees. Encourage a supportive and inclusive environment where individuals feel valued, recognized, and empowered to contribute their best work. Establish clear values, promote work-life balance, and create professional growth and development opportunities.
  2. Prioritize Employee Well-Being: Invest in employee well-being initiatives prioritizing physical and mental health. Provide access to wellness programs, such as fitness activities, stress management workshops, and mental health resources. Encourage regular breaks and offer flexible work arrangements to support work-life integration.
  3. Promote Work-Life Balance: Create a work environment that values work-life balance and encourages employees to maintain a healthy equilibrium between their personal and professional lives. Set realistic work expectations, avoid excessive overtime, and encourage employees to take time off as needed. Encourage open communication about workload and provide resources for time management and stress reduction.
  4. Foster Effective Communication: Establish clear communication channels within the organization to ensure transparency, collaboration, and mutual understanding. Encourage open dialogue, active listening, and constructive feedback. Create opportunities for team-building activities, regular meetings, and cross-departmental collaborations to enhance communication and foster positive relationships among employees.
  5. Support Professional Growth & Development: Invest in the growth and development of your employees by providing opportunities for training, skill-building workshops, and career advancement. Encourage continuous learning and provide resources for professional development. Recognize and reward achievements to motivate employees and foster a sense of progress and fulfillment in their careers.
  6. Ensure a Safe & Supportive Physical Environment: Maintain a safe and comfortable physical workspace that promotes employee health. Ensure proper lighting, ventilation, and temperature control. Implement safety protocols and provide equipment and tools to prevent accidents or injuries. Consider creating designated spaces for relaxation, quiet work, and social interactions to cater to different employee needs.
  7. Lead by Example: As leaders, set the tone for a healthy work environment by demonstrating positive behaviors, effective communication, and a healthy work-life balance. Emphasize the importance of well-being, work-life integration, and professional growth through your actions. Encourage managers and supervisors to adopt supportive leadership styles prioritizing employee well-being and fostering a positive work environment.

Creating a healthy work environment is an ongoing commitment that requires attention, investment, and continuous improvement. By prioritizing employee well-being, promoting work-life balance, fostering effective communication, and supporting professional growth, you can cultivate a positive and thriving work environment that enhances employee satisfaction, productivity, and overall organizational success.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

Mark Taylor, Product & Operations Executive


Happy coworkers talk while meeting in a healthy work environment

I think what we are really trying to say here is:

“How do you create a work environment where tasks get done in a manner that moves the business forward (that’s what employees are ultimately there to do), whilst giving the worker opportunities to grow in a positive way?”

Those feel independent of each other “scientifically,” but highly correlated on a day-to-day basis; the linkage being one’s manager.

For example, I’m sure most of us have had the “opportunity” to work for a lousy boss at a great company and a great boss at a lousy company. The latter was probably the more “healthy” experience for both the individual and the business.

From experience, a solid way of linking a company’s and individual’s needs is to remind the employee: 1) how the company adds value to the greater good; and 2) how that directly aligns with the employee’s values and growth needs.

Mark Taylor has 20+ years of risk, technology, and product management experience working in global and regional financial services firms in the UK and the U.S. He's managed teams of 40+, successfully addressed 100+ regulatory issues, and has saved companies $15M+.

What are your best tips for creating a healthy work environment? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Create A Healthy …



The workplace is a dynamic place. Unfortunately, any time multiple human beings get together, there is potential for conflict.

Disagreements in the workplace can be unpleasant. Assuming two people are at odds with one another, that negative vibe can quickly spread through a team or organization. It is almost a guarantee that into each career some disagreement will fall. It would be impossible to always agree on strategy and tactics with colleagues. It would also be counterproductive to always have agreement in the workplace.

Encouraging and promoting different ideas and perspectives is key to coming up with solutions and teams performing at high levels. The task becomes determining if a disagreement is healthy. If it is unhealthy, it can be difficult to diagnose and solve the problem. No matter how much people say, “Let it go, it's just work," that is easier said than done. When people put so much into their careers and jobs, it's worth it to try to understand disagreement—and learn how to manage disagreements in the workplace.

Navigating these quarrels can go a long way toward saving or strengthening relationships, and improving one's professional reputation.

Try The Mirror Before The Window


Man on laptop deals with workplace conflict at his job

For starters, when there is a disagreement in the workplace, look in the mirror before peering out the window. In other words, reflect on your actions and perspective before looking at anyone else.

In fact, this advice is handy in a lot of situations. Something to keep in mind is that, in most disagreements, each side genuinely believes they are doing the right thing. Each person's stance can be completely foreign to the other, but if the conflict is approached with an attempt at understanding and mutual respect, a positive resolution is more likely.

Talk To A Mentor


Woman helps a colleague resolve a conflict at work

Having someone to talk to about the matter can be helpful. Someone who is removed from the situation, can be trusted, and is discreet. If this person can bring a unique perspective, all the better. He or she can listen, ask challenging and thought-provoking questions, or maybe he or she has been there before and can offer some thoughtful advice.

However, choose a confidant carefully. The other side of this advice is to avoid airing grievances in the workplace. Always attempt to take the high road. Talking too much to too many people can not only be counterproductive and damage relationships, but it can be harmful to one's reputation.

The point of talking to someone about the situation is to help you assess your perspective.

Take A Positive Approach


Coworkers resolve a workplace disagreement during a work meeting

After reflecting on a disagreement, as uncomfortable as it may be, it is almost always most productive to sit down with the other party.

Rather than approach the meeting as adversarial, go into it seeking to understand, make progress, and find a resolution. Ask each other questions. Try to help each other see the other's perspective. If there is a commitment to compromise and flexibility upfront, good things often happen.

Engage A Facilitator


HR listens to a workplace conflict

Good intentions alone may not help. In the event addressing the disagreement head-on is not successful, or the other party is not receptive, it may be helpful to engage a third-party facilitator. The facilitator may need to serve as a mediator, or the person may be helpful in creating a more constructive meeting environment. Either way, there is often value in having someone objective and removed from the situation to provide another set of eyes and ears. In order to be most effective, the facilitator should be someone both parties agree on and want to participate.

Many organizations have HR or organizational development consultants in-house that can serve this purpose. Smaller employers may not have that luxury, but there may still be an HR professional or other trusted resource equipped to help the situation. The point is, this person will need to be credible, respected, and willing to provide candid feedback.

Disagreements at work are going to happen. In many instances, disagreements are productive and good signs of diverse thought. They do not need to be the end of the world, but the ones that matter cannot be allowed to fester. Working in an environment where there is hesitancy to disagree or offer an alternative can squash creativity and add unnecessary stress.

When disagreements crop up, it's important to stay professional, reflect on each side's perspective, and try to find the best solution possible for the good of everyone involved. It can be tricky at first, but once you know how to resolve disagreements in the workplace, dealing with co-workers becomes much easier. No two situations are going to be alike, but by taking a measured, collaborative approach, even the toughest hurdles can be overcome.

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6 Ways To Make Your Boss Love You



Has your relationship with your boss suddenly changed (and you're not sure why)? It's smart of you to notice, and even smarter of you to do something about it.

So many of us settle for an unhealthy relationship with our manager, hoping that it will eventually blow over. The truth is, relationships are a lot like icebergs—what you see above the water is usually rooted in something much bigger happening beneath the surface. What you may experience as a pattern of sharp feedback or increased micromanaging might be rooted in something bigger. Even if it's not, sweeping these concerns under the rug will likely put you on edge and make you more likely to make mistakes or assume the worst.

If you're serious about improving your relationship with your manager, you'll have to be willing to take 100% responsibility for making the relationship a success. In a dream world, your manager may see what you're doing and want to meet you halfway, but you can't bank on that. If trust has been broken, it will take a while to rebuild. If your competence is in question, you may need several successes before you chip away at their false perception of you. No matter what the root cause of the breach is, you must be willing to stay the course and be consistent until the relationship turns around.

To improve your relationship with your manager, you must convince them that you can and will help them be successful. This convincing isn't about apologies or persuasive words; it's about consistently communicating through your language, work products, loyalty, and warmth that you care about your company, your boss, and your team—and that you have the skills to get your job done well.

So, how do you do that? It's easier than you think.

Here are six ways to make your boss love you:

1. Find Reasons To Like And Respect Your Manager


Human beings aren't stupid. We are biologically programmed to know when someone is faking admiration for us. Our gut tells us not to trust them, and our suspicion goes into high gear. Your manager is no different. You won't be able to build a relationship with your manager if, deep down, you don't respect them. Unfortunately, respecting them isn't something we can pretend our way into.

To like or respect someone, you have to find things about them you want to emulate. The good news is, even if your manager is Mr. Hyde on steroids, chances are there are things about them worth admiring. Take a minute to decide what those things are and keep them top of mind. One way to do this is to create a sincere one-sentence response to the question, "What do you admire most about your manager?" Have that response handy, and find a way to use it when asked about them and their skills. You'll find that telling others what you like about them makes you believe it more.

As a bonus, if your manager hears that you've been spreading praise about them, it can't hurt your relationship!

2. Be Meticulous About Keeping Your Word


Woman improves relationship with her boss during a work meeting

If you say you'll be at work at 8:30 am, do it. If you promise a deliverable by a deadline, keep that deadline. Don't lie or exaggerate, even if it will save you a headache. If you make a mistake or miss a deadline, acknowledge it before they do. Lastly, keep what they tell you in confidence private. If you've been inconsistent in the past where your word is concerned, admit it. Share what you're working on to make it better. By being transparent about your intentions, and then keeping those intentions, you prove you're worth trusting.

3. Set Sustainable Boundaries And Occasionally Say No


Man sets boundaries with his manager at work during a meeting

Seasoned bosses respect people who tell them the truth—even when the truth is "no." By setting manageable (but realistic) boundaries and expectations with your boss, you protect yourself from burnout and ensure you can deliver for them long term. Sometimes these boundaries need to be stretched in particularly busy seasons, but that doesn't mean they aren't worth setting.

By setting boundaries before they're needed, you ensure that you won't become bitter or resentful about work patterns you've inadvertently agreed to (working late or on weekends, checking your email on vacation, etc.). Similarly, by negotiating project context and deadlines on the front end, you prove that you take delivering on deadlines seriously. It's much better to underpromise and delight your boss by overdelivering than to verbally assent to something you know won't happen.

4. Prioritize What Matters (To Them)


Woman talks to her boss at work

Chances are there are a handful of projects your boss cares about the most. Ensure that these projects are front and center on your to-do list. When you hit a major milestone with these projects, keep your boss in the loop.

When you burn the midnight oil, ensure they know that you're prioritizing this task because it's important AND because it's important to them. Share some of the praise for the project's successes by heralding them as a champion of the project. Arm them with stats, sound bites, and other information to share with their boss and peers about what you've accomplished together.

5. Show Them You Take Their Feedback Seriously


Man talks to his boss at work

When your boss pulls you aside with some corrective feedback, show them you prize their feedback by:

  • Writing it down and repeating their points to them to ensure you captured the feedback correctly.
  • Following up the conversation with an email (or a note at your next check-in) thanking them for the feedback and telling them what you plan to do differently.
  • Building systems or habits to remind yourself of the feedback and integrate the change they suggested.
  • Picking a few moments over the next few months to remind them of the feedback they gave and what you've done to internalize it. If there has been a positive impact as a result of implementing their feedback, be sure to share it.

6. Be Loyal When They're Not Around


Happy manager talks with her colleagues during a work meeting

Trust is the frailest component of your relationship with your manager; breaking it can be fatal to your relationship. Don't say anything about them publicly, or even behind closed doors, that you wouldn't say to their face. Don't give feedback about them to their manager if you haven't voiced it to them first. Work as hard when they're home sick as you would if they were with you in the office. Don't conspire against them, period—even if they deserve it. By keeping your loyalty to your manager, you mark yourself as a person who can be trusted and with high ethical standards. This makes you extremely rare and worth keeping around.

Repairing a broken relationship with your manager takes work, but yields dividends in your immediate job and later in your career. By taking the time to build trust and demonstrate your loyalty and competence, you not only save your job—you win a friend and mentor for life.

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How To Stand Out At A New Job (And Fit In Too)



Congratulations! After months of job hunting, you finally got hired for the job you wanted!

Getting a new job is exciting. However, after the dust settles from celebrating this accomplishment, you have some work to do.

Being a new employee can be tough sometimes. But if you're ready to embrace the challenge, you can make a smooth transition into your new role.

Here are a few tips to make sure you start your new job off on the right foot.

Understand The Company Culture


First, take time to get to know the culture of your new company. The best way to do this is to schedule meetings with your team—both those who will be working for you and with you.

Ask them questions about their work routine and how they get things accomplished. It's also a good idea to get a sense of how easy or difficult it is to implement new ideas and initiatives. This will give you a good feel for how adaptable (or how slow) the company culture is to change.

You should also take note of your own workplace personality and how it fits into the company culture. If you're in need of a good personality test, try Work It Daily's FREE Workplace Personas Quiz.

Identify The Key Stakeholders


Coworkers talk to each other in the office

Next, find out who the key stakeholders are for your specific role and meet with them. For example, if you are entering a company as a finance manager, find out who the key business leaders are that you will be supporting in your position.

Take time to build relationships with them and understand their primary financial concerns. You should also take time to get to know their work routines, and the best times and ways to communicate with them. While communication is important, it's also important to respect each other's schedules.

Find A Work Buddy


Women talk to a remote coworker in the office

Another tip to help you get off on the right foot at your new job is to get a work buddy. This should be a peer who works on the same team or in the same department as you.

This person will help you figure out who's who and give you some inside information on some of those office politics. It's important to understand the team dynamic so you don't step on anyone's toes or disrupt the culture when you first get there.

Your buddy is also there for you to ask questions such as, "How do I order office supplies?" or "How do I set up my voice mailbox?"

Show Your Commitment To The Job


New employee shares a laugh with his boss

Next, have a career conversation with your boss. This lets him or her know you're serious about and committed to growing your career. When you first start working at your new company, you may not know enough (yet) to speak specifically about the career paths available there. However, take time to have a conversation with your manager about your aspirations.

Share information about your desires to advance and grow as well as specific information about your strengths and the areas you'd like to develop. Ask your manager for input on your career plan and then use it as a living, active document.

Make A 30-60-90 Day Plan


Man meets with his boss to discuss his workload

Finally, it always helps to have a 30-60-90 day plan when you start a new job. Document the details of what you want to accomplish in your first three months. (For example, the specific people you want to meet with, the tasks you want to accomplish, etc.) It also helps to share this plan with your manager so you can get some input.

There may be some things missing that your manager views as being critical to accomplish in the first 90 days. Remember to be flexible with your plan as things may change, and the objectives you set for the first three months may shift as you get more involved and learn more about your new job. You want to be seen as committed to meeting your objectives, yet flexible enough to deal with changes.

By implementing these few simple things, you can get off to a great start at your new job and quickly begin to be viewed as a value-add asset at your new company.

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How To Reset Work Expectations With Your Boss



In my last article, I talked about an example of someone who was working 60 hours a week and then went through a big life event (like having a baby) and now only wants to work 40 hours a week. If you're in the same boat, how can you reset work expectations with your boss and still get a good performance review?

Here's my advice on how to successfully manage work expectations without hurting your career...

It's Usually Easier To Get A New Job Than Reset Work Expectations


@j.t.odonnell Replying to @carolinecc1 How to reset work expectations with your boss. #worktok #careertok #jobtok #careertiktok #careeradvice #quietquitting #quietquittingmyjob #career #job #learnontiktok #edutok #worklife #work #workmode #boss #expectations ♬ original sound - J.T. O'Donnell

In my 20+ years of experience as a career coach, about 50% of the time it's just easier to get a new job if you're looking to reset work expectations at your current job. At a new job, you can set your ideal expectations from the get-go.

But if you really like where you are right now and want to stay there, follow the three steps below to reset your work expectations.

How To Successfully Reset Work Expectations With Your Boss (If You Want To Stay)


Woman tells her boss she wants to reset her expectations at work

Step #1: Do Some Homework

Get out a piece of paper and create three columns. In column #1, list all the things you were hired to do, looking back at the job description for your role if you have to. In column #2, list everything that you've taken on since then because if you're working 60 hours a week, you've taken on a lot of additional responsibility. Then, in column #3, think of one or two things that you could take off your boss's plate. Something that's a real headache to them that if you took it off their plate, you'd be super valuable to them.

Step #2: Meet With Your Boss

Next, set up a one-on-one meeting with your boss. Type up your three-column list, sit down with your boss, and have a conversation. Here's an example of what you could say...

"When I first started at this company, I was working 60 hours a week to get myself up to a level of value. But now, as you know, I've had this life event and I really want to stick to 40 hours a week but continue to give you a high level of value. So here's what I figured out. Here are all the things I was hired to do in column #1. Here are all the additional things I'm now doing in column #2. And here are some things that I would love to do for you to make your life easier in column #3. But in order for me to do that, we'd have to take a couple of things off my plate in column #1 that maybe somebody else with more junior skills could handle."

This is how you begin the conversation. Now, as a bonus, I would suggest you go through and list how many hours a week you do each task in columns one, two, and three, and add them up to show your boss how all of those tasks take over 40 hours to complete. And if you could move things around together, what would they want you to work on? What would be the highest payoff activities for your 40 hours?

Step #3: Update Your Boss On Your Progress

The final step is to give your boss some time to review this information. Then once they approve your new work expectations, you are going to regularly update them on your progress. Communicate with them about what you're getting done in 40 hours. Market yourself because that's what people forget to do. They forget to market their value and prove to the employer that they're working smarter, not harder—without having to do it in extra time.

Once you shift this perception, you're going to see great results. A lot of times managers don't realize how much you're doing and, upon seeing this list, will reset your work expectations for you. But it's on you to bring up your concerns and try to find a solution where both of you are happy.

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Corrective Coaching: What It Is & How To Do It



Thirty-plus years ago, I was an officer cadet in the Royal Navy. On one occasion, we were lined up on the parade ground and took turns in telling each other off under the supervision of a Royal Marine Drill Instructor.

Confrontation is part of leadership. Most of us are brought up at home to be “nice” and “polite.” We have a problem, as leaders, confronting our staff over poor performance. Nobody wants to be the “bad guy,” so s/he does not know how to handle these discussions. Either s/he gets aggressive, then abuse is exchanged, or s/he avoids confronting the person and the poor performance continues.

Military-style reprimands are not appropriate in civilian life, so what can a civilian leader do?

"Corrective Coaching"


Leader talks to her colleagues during a work meeting

One method is an extension of my “four questions” approach to problem-solving. See “further reading” below for the original article.

The “4 questions” – a recap:

This is my personal twist on the GROW method. GROW is an acronym. This is how the four questions fit into the acronym.

  • “What are you trying to do?” = Goal – This helps your colleague to define what she is trying to achieve. You will probably ask more questions to define the goal in more detail.
  • “What’s stopping you?” = Reality – This builds a bridge between the current reality and achieving the goal. If you want to build a real bridge, you have to know how wide the river is. To solve a problem, you have to understand its size.
  • “What are your options?” = Outcomes – This encourages your colleague to produce as many ideas as possible. Follow-up questions help to assess which are practical.
  • “What is your plan?” = Will – This leads your colleague to make decisions and formulate a concrete plan. These conversations must end with a plan, even if the plan is to do more research.

“PRO-GROW”


Man writes something down while working

How do we adapt the GROW method for "Corrective Coaching"?

We add three stages to the front end. The “PRO” elements set the conversation up.

P = Present: Present your colleague’s poor performance as factually and as unemotionally as possible. Describe actions taken or not taken with dates, times, and other measurable data.

Keep your presentation as unemotional as possible. Your colleague may be feeling defensive. If s/he interprets any language or behavior as emotional or judgmental, s/he will attack.

R = Response: Give your colleague the chance to respond to the issue presented.

Ask your colleague to respond. I would not recommend asking: “What have you got to say for yourself?” This is aggressive, arrogant, and cliched. Try asking: “Would you like to comment?” or “What are your thoughts?” Make your invitation to respond as neutral and non-confrontational as possible.

Now say nothing! Their silence will feel uncomfortable. It will be a lot less comfortable for your colleague. Let the silence do its work. Listen very carefully to what your colleague says and the way s/he says it.

If s/he admits that it is his/her fault, skip the “O” stage shown below. If s/he gets defensive or blames other factors or people, proceed to the next stage.

O = Ownership: Ask a question to get your colleague to take ownership or responsibility for the issue. Here are some examples:

  • How is this going to affect the business/team/company etc.?
  • How do you think your colleagues will feel about this?
  • How would you deal with this situation if you were in my position?

Having asked the question, wait silently for the answer.

When your colleague replies, don’t just consider the words, but also how they are spoken. Does s/he look like s/he means them?

If your colleague continues to be aggressive, then you may need to escalate to higher levels of management.

If s/he does admit responsibility, move on to the following adapted version of the GROW questions.

  • What are you going to do to fix this? = GOAL
  • What’s stopping you from fixing this now? = REALITY
  • What are your options? = OPTIONS
  • What is your plan? = WILL

The first two questions have been slightly adapted to focus on the issue to be solved.

Your colleague may see this as a way to regain your trust and respect. The result should be a plan with a concrete timeline and actions that you can follow up on.

General Principles


Man talks to his colleague at work

Whatever happens, keep control of this conversation. That means:

  1. Your aim is to present the issue and agree on a plan to address it.
  2. You represent your employer or your business. Personal relationships are off the table.
  3. Do not respond to your colleague’s provocations or emotional outbursts. Stay calm and silent.
  4. Control the conversations by asking the questions. Don’t let your colleague lead you astray by answering his/her questions.

The Ball’s In Your Court!


Women talk at work

Confronting people can be quite scary. This is what builds your colleagues’ respect for you as a leader. If you feel like it, contact me in a private message and let me know how you get on!

Further reading...

Here's the original article on the four questions: 4 Steps To Solving Problems


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4 Ways To Stop Being A Control Freak



I'm the first person to admit I'm a control freak. It's not like I can hide it anyway. If you've known me for even a short period of time, chances are you've seen me in action. And no, I'm not proud. Being a control freak isn't a good thing. In fact, some might call it downright annoying.

I used to make excuses for it: "I can't help it!" I'd say. "That's just the way I am!"

But, ya know what? That's not altogether true.

I know when I'm being overly controlling. I feel it. Just like an alcoholic yearns for one more drink, I crave control in any situation. I see myself jumping in, taking charge, directing the flow of traffic. It's cringe-worthy at times. And yet, I just continue to do it.

So recently, I decided to take control (release control) of the situation by exploring the causes and creating strategies for how I can improve my behavior. If you're in a similar boat, I encourage you to do the same. After all, being a control freak is even less likable than it sounds.

Why Am I Such A Control Freak?


Man listens to his coworker during a meeting

So, is there a reason for this kind of character trait? (Note: we're not going to call it a "flaw." It's just a thing that could be improved, okay?) Where does it come from?

After a little research (and some self-reflection), I've discovered that most control issues stem from a few things.

See if any of the following statements ring true for you:

  • I have incredibly high standards and I don't trust others to uphold them.
  • I have high anxiety and taking a leadership role makes me feel more comfortable and calm.
  • I have a fear of disorganization, failure, and chaos. If I'm in control and bad things happen, it's my own fault. And I trust myself more than others to keep the bad stuff away.
  • I have a love of the spotlight. By taking control, I often get all the credit or appreciation for a job well done.
  • I have a big ego. I like to be in a position to show off my skills.
  • I like to feel needed. Being the one in control makes my presence seem more important.

Obviously, the items on this list aren't very flattering. Don't worry; no judgment here.

It's also pretty easy to see that these issues might cause some problems.

What's Wrong With It?


Man and woman work together on a project

I used to tell myself that being a control freak wasn't such a big deal. Only, it is. And here's why:

1. It Can Seriously Damage Your Relationships

Think about it: When you try to control every situation, even if it's not your intention, others start to worry that you don't trust them. They also get sick of following your lead. You may notice friends and family starting to pull away from you, getting irritated or exasperated. Or perhaps they've simply given up and accepted you're the one who gets control. That's not really fair to them and, ultimately, they could end up resenting you for it.

2. It Can Cause You Emotional, Mental, And Physical Stress

And most of the time, it's completely unnecessary! When we always feel like we have to be in control of the world around us every second of every day, we're adding a tremendous amount of pressure to our lives. We do it to ourselves and it's just not healthy.

So, What Can I Do?


Woman talks to her colleague at work

If you're a control freak (like me), I have a few suggestions. These come from personal experience so trust me when I tell you they work. They're not all easy to do, but if you're dedicated to making a change, this is a great place to start.

1. Let Go Of Your Ego

Take yourself down a notch. You're great, but so are others. You have to share the spotlight and let others use their skills. Believe it or not, you're not the best at everything.

2. Delegate To Others

Start small. Train people how to do things if they aren't familiar. See what it feels like to rely on others to do the work. And enjoy how good it feels to watch them blossom with the added confidence you've shown in them.

3. Acknowledge You Can't Control Everything

Give yourself a break and learn to go with the flow now and again. Once you see everything works out just fine without your intervention, you'll get more comfortable with the idea.

4. Completely Give Up Control In One Small Area Of Your Life

Make a conscious decision to completely give up control in one small area of your life. Maybe you'll let others decide what's for dinner. Maybe you'll go on vacation without planning a single excursion. Maybe you'll just take a walk without knowing where you're going. Whatever you choose, let the circumstances and people around you take the lead. Bite your tongue, sit back, and relax. You're a passenger. Enjoy the view.

Now, it's worth mentioning control isn't always a horrible thing. It's wonderful to take control at times, show off your leadership abilities and your decisive point-of-view. But there's a point where it goes too far. Put yourself in check regularly.

And, if you're constantly being told that you're a control freak, don't just write it off as an inescapable character trait. Take a few proactive steps to share the spotlight and hand the reins to someone else. Everyone, even you, will be better for it.

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Career Management: 8 Tips For Disagreeing With The Boss



Disagreeing with other people, without taking a body count or courting disaster, is something most people try to avoid. Nevertheless, we recognize we can't always agree with everything that comes our way—even if it comes from the boss.

Many of us think disagreeing with the boss is one of those career-limiting moves to be avoided at all costs. Think again. Most managers want to think they've hired brilliant people who can think and act well on the company's behalf. That includes not letting them (or anyone else) drive off a metaphorical cliff. This means you are being paid to use your brain AND mouth.

The diversity that takes place in the workplace isn't just about race or religion; it's about ideas, perspectives, and insight. If you are truly engaging in what is taking place at work, it's not possible to agree with your boss 100% of the time.

You can disagree with your boss and make that disagreement a win-win for both of you. You can win because you can use it for career enhancement. The boss can win because they will come off as an engaging manager and get a much better end result.

Here are eight tips to turn disagreement into a great thing for your career.

1. Disagree, But Don't Be Disagreeable


When something strikes you as wrong or out of line, keep your emotions in check. No one, especially the boss, will appreciate an emotionally charged rebuttal. People tend to mirror each other's energy level, and if you turn red and flap your arms, it will be met with equal intensity.

2. Don't Make It Personal


Man disagrees with his boss

The conversation will go much better if you are addressing the issue or topic and not making your disagreement about the person, your boss.

3. Be Clear About What You Don't Agree With


Woman discusses a disagreement with her boss

If you can't articulate what is troubling you about something, wait until you can be clear. If you can't be clear, you will not have a conversation that will make any sense to the other person. A confusing conversation will not leave a great impression.

4. Offer Alternatives


Man discusses a disagreement with his boss

Nothing falls flatter than squashing an idea only to have nothing to replace it with. If you can't think up a better idea, then what good is the disagreement? Sure, you might not like the idea, but if you can't come up with something else, then go with what you have. You have to solve problems to be an asset.

5. Make Things Private


Woman talks through a disagreement with her boss

Depending on the setting and issue, you may need to take your disagreement to a private setting with your boss. This allows you to cover whatever you need to, have a discussion, and keep both of you looking good to the rest of the office.

You never want to embarrass your boss; if you do, they will remember it for much too long. They will appreciate your sensitivity and professionalism when you have the insight to know when it's time to have a private discussion.

6. Seek To Understand


Woman disagrees with her boss during a meeting

Many conflicts and disagreements are rooted in a failure to communicate and understand the other person. When something does arise that doesn't hit you right, ask questions and gain clarity. You may discover that you do agree after all. Doing this will also help you avoid discomfort.

7. Don't Be A "Yes" Person


Man disagrees with his boss during a meeting

This is more than simply sucking up to the boss. This is agreeing with the boss at the cost of your character, values, and career. You might think it will enhance your career, but it will backfire against you as the higher-ups see that your contributions are limited.

8. Disagree And Commit


Man talks through a disagreement with his boss

The biggest issue that managers have when employees disagree is their becoming insubordinate and undermining efforts. If you have followed all of these steps and you still have a disagreement, then it's time for you to disagree and commit yourself to whatever is being proposed. After all, the idea or direction might really work out well. Your manager will think you are truly a professional if you can work through your disagreement, offer solutions, and be able to "get on board."

Certainly, out there in the universe are managers with fragile egos who can't tolerate anyone disagreeing with their mandates or directions. They too will only get just so far in their career. Anytime you limit the free flow of thought and contribution, you limit the possibilities.

You need to screen for these people in your job search. If you wound up with a boss like that, you should consider a different team or job. But most managers enjoy discussion and debate as a means of developing great ideas and direction. They understand that disagreement is part of the process.

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Why You Should Avoid Getting Hired By A Company With A “Lone Wolf” Culture



Have you ever heard of a "lone wolf" culture or a "me" culture? It's common in corporate America, but if you're looking for a job, you should probably avoid companies with this type of workplace culture. Here's why...

The Lone Wolf Culture In Corporate America Is Toxic


@j.t.odonnell Avoid getting hired by this type of Company ay all costs!!! #careertiktok #careersuccess #hireme #careeradvice #careertips #jobsearch #jobsearchtips #jobtips #learnontiktok #edutok #interviews #interviewquestions #job #work #companyculture #corporatelife #lonewolf #me ♬ My Name Is - D Billions

For many years, companies have been hiring what they call the "best" worker. They look for the best performer. And in the beginning, when a company hires employees like that, they see a lot of results because everybody's working their very hardest. But when you hire people to be the best, it gets competitive. Over time, you start to see the backstabbing and the politics. People protect themselves and throw each other under the bus. So the "lone wolf" or "me" cultures tap out. And, unfortunately, we have a lot of companies here in America that still have that "lone wolf" culture, and it's creating a lot of problems.

The solution is to evolve into a "we" culture where the best idea, the best process wins—where we don't look at individuals to be the best, we look at the team to create the best work. And that requires a culture shift.

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Why You Should Avoid Getting Hired By …

How to cope with A Condescending Co-Worker



There’s nothing a lot more challenging at work compared to having a co-worker whoms rude, makes you question yourself, or simply hurts your current feelings. But how can you offer with a condescending co-worker?

The easiest method to Deal With A Condescending Co-Worker


Woman talks to the actual condescending coworker

When you are forced towards deal with a condescending co-worker, the first point you need to perform is understand why their own comment bothered you therefore much. What about exactly what this person said annoyed you? You might actually consider taking time that will write it out. Attempt to recall exactly what this specific person said. You’ll most likely find that it had been the specific word or strengthen this person used, or perhaps the way it has been delivered, that set everyone off. It’s essential the fact that you identify this due to the fact you have to be able so that you can articulate it when you are speak to the person.

That’s right. The particular next thing you have to do is usually confront the person involved.

This is simply not the time to hide it, ignore it, or maybe let it slide. Typically the moment you allow condescending behavior to happen, one are defining how you will are to be dealt with. People treat us this way that we ENABLE them to treat us all. Unless you want to package with a condescending co-worker, you have to go this behavior in often the bud.

Therefore, understand just what about their particular comment bothered you. When you need to, discuss it out with somebody else before you provide it up for your co-worker. Then, confront your co-worker privately so they know about how you feel. Whenever you have this discussion, your co-worker might act defensively. Nevertheless , they will likely end up being more shocked and amazed. They might not possess intended the comment to help you come out this way.

If someone has been condescending, whether they understand it or not, it is important to call all of them out on it. Yet make sure to carry out it in a peaceful and structured way. Also for those who hate any sort of potential fight, remember: don't just remember to brush it off! You'll always be glad you said anything whenever you did.

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This particular article was originally released at an earlier time.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

How to cope with A Condescending Co-Worker