“I just don’t like that person…I can’t work around them.” or
“I know they don’t like me and the vibe really affects my work.”
Ok, let’s make one thing clear right now.
Employees do not have to like or respect one another.
They do however have to treat each other respectfully and with courtesy and in alignment with our co-op’s behavior expectations.
These behavior expectations are something we’re all accountable to.
We need to be clear that each employee is responsible for their behavior and cannot use their perceived “dislike of or from another” or their “need to be liked” as a rational for their conduct that is not meeting behavior or performance expectations.
Basically, as managers we don’t police “vibes”.
If there are concrete actions that have occurred, we need to be there ready to investigate, getting clear facts, and be sure we are upholding and clarifying behavior and performance expectations for all involved.
Doing so does not guarantee that employees will be around folks that suit their fancy.
Employment means showing up ready to focus on getting our work done while at the same time finding ways to get along with those we work with.
An employee’s internal emotional world of likes and dislikes is theirs to manage.
Not ours as a manager.
Let’s not fall prey to taking responsibility in trying to “fix” things here or finding ourselves refereeing in the middle.
What we can do is educate and cultivate a culture of self-responsibility.
We can provide coaching support for employees in a “twist”, helping them find ways for how they can better manage themselves given the struggle.
In our teams, we’re working with people of all shapes, sizes, colors and “vibes”.
Our employees need to know that this takes of a lot of “just-get-over-it-ness”.
Someone might not like you and you might not like them but we’re here for bigger things.
Let’s be clear and let’s get to work.